Get to know WHY EMPLOYERS ARE SEARCHING YOUR SOCIAL PROFILES - AND WHAT THEY'RE LOOKING FOR.
Looking through your photos from last night’s party or last weekend and laughing at the debauchery of your blurry night charades? Complaining about your current job or co-workers because you think you're just sharing it amongst your “friends”?" Think about it. According to a new survey by CareerBuilder, 70 percent of employers use social media to consider candidates before hiring, which was 60 percent in 2016, significantly up from last year. So, think before you post – if you think it could be questionable or inappropriate, do not post it.
So, what to flaunt vs. hide?
Social recruiting is now a "favorite thing" when it comes to hiring and looking for candidates – 3 in 10 employers have someone dedicated to solely checking the social life of yours. Employers are specifically looking for a few key items when researching candidates through social networking sites as good signs to hire:-
* Information that reflects their qualifications for the job (61 percent)
* If the candidate has the right professional online persona (50 percent)
* What other people are commenting about the candidates (37 percent)
* Any such reason at all not to hire a candidate (24 percent)
Just not this– 69% are using online search engines such as Google, Yahoo, and Bing to look after the candidates as well, as opposed to 59% last year. The don’ts when using social networks More than half of employers (54%) found content on social media that caused them not to hire a candidate, why risk your desired job? Before you post, remember key reasons that employers were turned off by a candidate's online presence:
* A person posting provocative or inappropriate photographs, videos or information: 39 percent
* Someone who posted information about them drinking or using drugs: 38 percent
* If the desired candidate had discriminatory comments related to race, gender or religion: 32 percent
* If the potential candidate bad-mouthed their previous company or fellow employee: 30 percent
* Candidate lying about qualifications: 27 percent
* Candidate having poor communication skills: 27 percent
* Candidate who was linked to criminal behavior: 26 percent
* Candidate sharing confidential information from previous employment: 23 percent
* Candidate's screen name was unprofessional and not acceptable: 22 percent
* Candidate lying about an absence: 17 percent * Candidate posting too frequently: 17 percent