JOhn Lilley CV | Resume

A recent survey by CareerBuilder highlighted a fact that we have been aware of for a while. Whether you realise it or not you are being researched on the Internet. It is not limited to candidates for jobs either. I have found that during business development activity on the phone, there is a direct correlation to web traffic to company and personal profiles and the number of conversations I have.

According to CareerBuilder;

Of those hiring managers who have screened job candidates via social networking profiles, one-third (34 percent) reported they found content that caused them to dismiss the candidate from consideration. Top areas for concern among these hiring managers included:

• 41% - candidate posted information about them drinking or using drugs
• 40% - candidate posted provocative or inappropriate photographs or information
• 29% - candidate had poor communication skills
• 28% - candidate bad-mouthed their previous company or fellow employee
• 27% - candidate lied about qualifications
• 22% - candidate used discriminatory remarks related to race, gender, religion, etc.
• 22% - candidate’s screen name was unprofessional
• 21% - candidate was linked to criminal behavior
• 19% - candidate shared confidential information from previous employers

It is not all downside though;

On the other hand, social networking profiles gave some job seekers an edge over the competition. Twenty-four percent of hiring managers who researched job candidates via social networking sites said they found content that helped to solidify their decision to hire the candidate. Top factors that influenced their hiring decision included:

• 48% - candidate’s background supported their qualifications for the job
• 43% - candidate had great communication skills
• 40% - candidate was a good fit for the company’s culture
• 36% - candidate’s site conveyed a professional image
• 31% - candidate had great references posted about them by others
• 30% - candidate showed a wide range of interests
• 29% - candidate received awards and accolades
• 24% - candidate’s profile was creative

CareerBuilder provides the following advice;

1) Clean up digital dirt. Make sure to remove pictures, content and links that can send the wrong message to a potential employer before you start your job search.
2) Update your profile regularly. Make sure to include specific accomplishments, inside and outside of work.
3) Monitor comments. Since you can’t control what other people say on your site, you may want to use the “block comments” feature.
4) Join groups selectively. While joining a group with a fun or silly name may seem harmless, “Party Monsters R Us” may not give the best impression to a hiring manager. Also be selective about who you accept as “friends.”
5) Go private. Consider setting your profile to “private,” so only designated friends can view it.

We back these up and encourage the building of an inbrand digital footprint that supports the promise of value that you can provide. Never publish anything that you would not want published on the front page of your local newspaper!

This entry was posted on Tuesday, September 16th, 2008 at 10:56 am and is filed under Digital Footprint, Personal Branding. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.