Can social media affect you getting a job? While your privacy settings can filter much of your profile information, please take a minute to review statistics from a recent survey conducted by Reppler (a social media monitoring service – 300 companies surveyed).
First off, 91% of employers use social networking sites to screen prospective employee; 76% using Facebook during the hiring process and 69% of companies say they have rejected a job candidate because of something they saw on social media.
Of the companies that have rejected candidates using social media screening, these are the reasons why:
- 13% – candidates lied about their qualifications
- 11% – posted inappropriate photos
- 11% – posted inappropriate comments
- 11% – demonstrated poor communications skills
- 10% – made discriminatory comments
- 10% – posted content indicating drug use
- 9% – posted content about drinking alcohol
- 7% – posted confidential information about an employer
- 7% – have never rejected a candidate because of something they discovered on social media
Why did these companies choose to hire a candidate because of something they saw on social media?
- 39% – gave a positive impression of their personality and fit
- 36% – profile supported their professional qualifications
- 36% – profile showed candidate was creative
- 34% – had good references posted by others
- 33% – showed solid communication skills
- 33% – profile showed candidate was well-rounded
- 24% – candidate received awards and accolades
- 18% – never hired a candidate because of social media content
During which phase of the hiring process do you look at social media sites to screen prospective employees?
- 47% – right after receiving an application
- 27% – after an initial conversation
- 15% – after an in-depth conversation
- 7% – I don’t use those sites to screen
- 4% – right before an offer is extended
Employer note: social media should never be used in your final employment decision, however it can be assumed to be an extended resume; providing a deeper understanding for a potential candidate. Keep in mind, best practice may include giving a candidate a ‘heads up’ that you will be reviewing publicly posted social media accounts. Please visit us again next week to learn more on social media and employment law.