Social Media Screenings Gain in Popularity –

What you post on social media could have dangerous repercussions on your professional life. It could cost you your current job or future job opportunities. According to a 2018 CareerBuilder survey, 70 % of employers use sociable media to screen candidates during the lease process, and about 43 % of employers use social media to check on current employees. Employers look at social media accounts for an align of reasons, but many want to make certain a campaigner will be a good paroxysm with their company. “ Because we tend to view our personal social media accounts as being ‘personal, ‘ there ‘s a dependable find that by viewing person ‘s profile, you ‘ll get a glimpse into their personality beyond the resume, ” said DeeAnn Sims, laminitis of Dark Horse PR.

Social media channels employers check

Before you apply for a job, you should audit your social media accounts. Job seekers should assume that employers will check every social media platform. While it ‘s important to audit every history, there are some platforms hiring managers are more likely to check, such as LinkedIn. “ The three chief platforms that most employers check are LinkedIn, Facebook and Twitter, ” said Matt Erhard, aged partner at Summit Search Group. “ I am personally most interested in the campaigner ‘s LinkedIn profile, as it ‘s the most relevant. ” Most employers view LinkedIn as a secondary resume and early social media sites such as Facebook, Twitter and Instagram as more personal. “ When I check a candidate ‘s Facebook or Twitter, my aim is more to get a sense of them as a person than to look for damaging information, ” Erhard told Business News Daily .

Don’t erase your entire profile

While the reverence of something obstruct or negative being discovered might tempt some job candidates to completely erase their on-line persona, employers say that scheme can backfire. About half of employers – 47 % – said they would n’t call a person for an interview if they ca n’t find them online. More than one-fourth of employers say it ‘s because they like to gather more data before calling a campaigner, and 20 % say it ‘s because they expect candidates to have an on-line presence. “ Whether it ‘s intentional or not, this [ not having a profile ] constantly feels like you have something to hide, ” said Sims. “ Either you ‘ve specifically taken steps to make sure you ca n’t be found or you ‘re using a childish nickname – neither of which feels very professional. ” In addition to seeming like you ‘re trying to hide something, it ‘s not a dependable theme to delete your profile, because it does n’t guarantee the data is completely gone. alternatively, it ‘s best practice to keep your social accounts scavenge. “ Erasing all of your profiles often implies that you have something to hide, ” said Dana Case, conductor of operations at “ many LinkedIn or Instagram accounts may hush show up in Google searches [ after you delete them ], even on a hoard basis. ” [Looking for the best background check service ? Review our best picks.]

Use social media to your benefit

Despite what job candidates might think, most employers are n’t scouring the internet looking for reasons not to hire them. Most employers are looking for reasons to hire person. [Consider outsourcing HR functions with a PEO service to streamline your day-to-day.]

The CareerBuilder study found that 58 % of employers conduct sociable screenings to look for data supporting a campaigner ‘s qualifications for the job – 50 % want to ensure the campaigner has a professional on-line persona, and 34 % privation to see what other people are posting about the candidate. just 24 % of those surveyed check social media to search for reasons not to hire person. Having their social media pages investigated has paid off for many job seekers. specifically, 37 % of lease managers said they found information supporting the candidate ‘s professional qualifications, and 33 % were print with the candidate ‘s professional image. additionally, 34 % thought a candidate displayed excellent creativity. To learn more about what to post on-line to optimize your job search, read our template .

What job seekers should do in terms of privacy

It ‘s wholly legal for employers to check public social media platforms, but checking anything beyond public accounts is a grey sphere. “ I have heard of employers asking candidates to provide their password and login credentials for sociable media, ” said Erhard. “ This is not technically illegal in many places, though in my mind, it ‘s an uncomfortable invasion of privacy. ” It should raise bolshevik flags if a caller asks for this information, and you should consider withdrawing your application. “ For me, as an employer and recruiter, I ‘m concerned chiefly with the campaigner ‘s public social media presence, ” Erhard explained. Since it ‘s legal for employers to check populace social media accounts, consider making personal accounts private. “ One of the best strategies I have seen is creating multiple, break sociable media accounts on social media platforms, ” Case said. “ Job seekers may have a master Instagram account, for exemplify, where they contribution their office and ferment wins. They may besides have a more private personal account that is locked and only allows a choice number of individuals to follow it. ”

Does social media show up on background checks?

Social media accounts do n’t typically show up on background checks. Most background checks focus on data such as employment history, credit information and legal problems. however, there may be some cases social accounts show up on a social media background match. “ There are companies that run social media-based background checks, but that is a branch paid service, ” said Erhard. “ While I ‘m aware of its being, I do n’t personally know any employers who have utilized that kind of service. ”

What to avoid on social media

While they might not be searching for anything negative, more than half of the employers who were surveyed ( 57 % ) said they found something during their social screenings that led them to not hire person. According to the sketch, these are the leading types of posts and behavior that left employers with a regretful stamp :

  1. Job candidate posted provocative or inappropriate photographs, videos or information: 40%
  2. Job candidate posted information about them drinking or using drugs: 36%
  3. Job candidate had discriminatory comments related to race, gender, religion, etc.: 31%
  4. Job candidate was linked to criminal behavior: 30%
  5. Job candidate lied about their qualifications: 27%
  6. Job candidate had poor communication skills: 27%
  7. Job candidate bad-mouthed their previous company or fellow employees: 25%
  8. Job candidate’s screen name was unprofessional: 22%
  9. Job candidate shared confidential information from previous employers: 20%
  10. Job candidate lied about an absence: 16%
  11. Job candidate posted too frequently: 12%

Professionals should n’t ease up on ensuring their on-line presence is positive once they land a subcontract. The study found that 48 % of employers use social network sites to research current employees. Of those, 34 % have found content that caused them to discipline or even fire an employee. The CareerBuilder report was based on surveys of more than 1,000 rent managers and human resource professionals across a assortment of industries and company sizes in the individual sector. Additional reporting by Nicole Fallon and Chad Brooks. Some source interviews were conducted for a previous version of this article.

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