Facebook, Twitter, Instagram and LinkedIn posts are often checked by employers prior to interviews.
According to a recent study, 36 per cent of prospective job candidates have their applications rejected after their social profiles are checked by employers. In addition, over half (56 per cent) of recruiters admitted that an applicant’s online reputation has an influence over whether they are hired or not.
Googling prospective employees during the hiring process is a common practice.
However, job hunters are largely aware of being conscious about how their social media accounts look to employers, with millennials – people in their 20’s or early 30’s – being the most concerned about their social media impact.
67 per cent of respondents admitted they would themselves turn down a candidate before interviews start if they were concerned about their online activity and so as a result 20 per cent said they are very careful about their online reputation.
However, it is a two-way street as research found 28 per cent of potential employees say they have been influenced by what they have read about a future employer online.
More and more employees and employers are looking for a good cultural fit, so often a Google search will tell a recruiter more than a CV can.
Candidates should think about what they use each channel for – whether personal or professional – to build a profile for themselves.
While it’s important to manage your profile and think about privacy settings, social media can also be a really powerful tool to build a personal brand and make a candidate really attractive to an employer.