Not a Member? Get access to HR news and resources that you can trust.
Here is how HR can help prevent the missteps that could cost your company big in court.
Is your employee handbook ready for the changing world of work? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
60+ new SHRM Seminar dates in 10 U.S. cities and virtually.
Expand your influence and learn how to become an effective leader -- Join us in Phoenix, AZ, October 2-4, 2017.
Not having a presence on social media could hurt your career chances. According to the results of CareerBuilder’s annual survey on social media recruitment, 35 percent of employers are less likely to interview applicants they can’t find online.
The study found that hiring managers are using social networking sites and Web search to research prospective employees.
“Researching candidates via social media and other online sources has transformed from an emerging trend to a staple of online recruitment,” said Rosemary Haefner, chief human resources officer at CareerBuilder. “In a competitive job market, recruiters are looking for all the information they can find that might help them make decisions. Rather than go off the grid, job seekers should make their professional persona visible online and ensure any information that could dissuade prospective employers is made private or removed.”
In an interview with
SHRM Online via LinkedIn, Ben Eubanks, SHRM-SCP, an HR analyst at performance improvement research company Brandon Hall Group, said the findings make sense.
“I’ll admit that I have had reservations about moving forward with candidates who do not have a social presence, but I think it’s in part due to the type of positions I was recruiting against.” For example, he said, “many [of the candidates] were former military and didn’t have any social media presence to speak of. I’d say that is shifting now with the
Transition Assistance Program the military is using, as well
as the many communities for niche groups to meet and connect online.
That program helps military personnel move into civilian jobs.
“On the other hand, if the position was dealing with marketing, business development or recruiting, I would have reservations about hiring people without a strong social background. As tools are changing, the skills and experience associated with using social media are becoming requirements for strong performance in those types of roles.”
In an interview with
SHRM Online via Facebook, Jay Kuhns, vice president of operations and health care strategy at Kinetix, said candidates need a social media presence to stand out from other applicants. Kinetix is a recruitment process outsourcing firm.
“The job search process today requires differentiation,” he said. “There are many qualified candidates; however, the market has changed so quickly that only those that can be considered contemporary will get the interview opportunities. Understanding that social media is a competency versus something that the human resources or marketing department handles is now required. Stop denying reality, and get moving.”
Harris Poll conducted the national study for CareerBuilder between Feb. 11 and March 6, 2015. More than 2,000 U.S. hiring and human resource managers across industries and company sizes responded, as did more than 3,000 employees.
Haefner points out that most recruiters aren’t intentionally looking for negatives. Sixty percent, in fact, are looking for information that supports the candidate’s qualifications for the job, according to the survey. For some occupations, this could include a professional portfolio. Fifty-six percent of recruiters want to see if the candidate has a professional online persona, 37 percent want to see what other people are posting about the candidate, and 21 percent admit they’re looking for reasons not to hire the candidate, according to a release about the study.
Hiring managers in the financial services and IT sectors are more likely than others to use social networks to screen candidates:
Helpful and Harmful Content
Of employers that have sent requests to “friend” or “follow” candidates with private accounts, 80 percent said their request was accepted.
Depending on what hiring managers discover, the study revealed, candidates’ online material can hinder or assist their chances of finding employment. Forty-eight percent of hiring managers who look at candidates’ social media profiles said they’ve discovered information that caused them to reject a candidate. That’s 3 percent less than last year.
What turns employers off?
On the other hand, 32 percent said they unearthed information that positively influenced their decision to extend a job offer, including:
Eubanks said the findings reveal that job seekers who are hesitant to delve into social media should try it out.
“It’s worthwhile to set up a basic
about.me page or a LinkedIn profile that is complete with accomplishments, projects, etc.,” he said. “It can’t hurt your chances and it could definitely help, based on my experience in recruiting.”
Aliah D. Wright is an online editor/manager for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies