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| Your online profile and its impact on getting hired | Like (21) |
| We had a discussion on our LinkedIn group recently about whether it is right or not that recruiters research candidates via their social media profiles on Facebook, LinkedIn et al. My personal feeling is that it is naive to expect recruiters not to enter your name into Google if you're going for a job, and therefore you are duty bound to ensure that what they find is a good representation of you. With social media usage still skewed towards younger age groups this is an issue that seems likely to become only more prevalent. Research conducted in 2009 suggests that 45% of recruiters have used social networks in their daily work. This blog post will be split into two chunks. Firstly it will look at how effective online research is from a recruiters perspective. It will then look at how you can manage your online brand from a candidates perspective. Is online research good research? A new paper by Victoria Brown and E. Daly Vaughn surveys the risks and consequences of allowing online discoveries to influence hiring decisions. From a recruiters perspective the attractions are clear. Firstly it's free to do. Secondly you can get hold of information about a candidate that is often not included on a CV. The same CareerBuilder survey from 2009 suggested that 35% of recruiters had actually rejected an application based on the findings of their social media research, with inappropriate photos being the #1 cause of rejection. The research looks at whether it is appropriate to investigate what is often information about the personal lives of candidates, and indeed whether this information is at all relevant to their professional ability. Read More... Also Read 8 things that can ruin your career Surfing the Internet is now a career option Kinds of employees companies want to hire Higher CTC doesn't always mean higher pay Apart from pay packet, what you need to know about your job |
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