- September 11, 2008
- 2 Comments
One in Five Employers Setting Online Profile Status to “…is Screening”
Peeking at candidates’ Facebook profiles, are we? Hey, there’s no shame in that game anymore…well, there’s less shame than there used to be, at least, according to CareerBuilder.com’s latest survey.
Yesterday, CareerBuilder.com released a survey saying more employers are using social networking sites to screen candidates than two years ago. Twenty-two percent of hiring managers reported they used social networking sites to research candidates, up from 11 percent in 2006. Of those who have screened job candidates this way, 34 percent found content that caused them to dismiss the candidate from consideration:
- 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
I’ll definitely buy that candidates who use discriminatory remarks on their profiles aren’t people I’d want working for – or representing – my company, either. (And it’s definitely not unheard of that candidates play fast and loose with the truth at times.) But employers also want to exercise caution when using these sites as a screening tool. According to Workforce.com, there’s always the danger in finding out about candidates’ age, marital status, medical problems and plans to start a family – all topics typically off limits in job interviews because they can be grounds for discrimination suits if people aren’t hired. So can’t the same liability problem potentially generate when such information is on a social networking site? And legal issues aside, job seekers may not appreciate employers looking at their profiles, period. So if you’re going to go on social networking sites for the purpose of screening candidates, you should also be prepared to own up to it.
On the flip side, 24 percent of hiring managers surveyed reported that social networking profiles has helped solidify their decision to hire a candidate, citing candidates illustrating great communication skills, conveying a professional image, and showing a wide range of activities as reasons.
Still, employers should be careful not to blur the line between screening and unfairly judging – for good or bad. Don’t get me wrong – I’m not trying to say that these sites can’t be great supplements to the overall screening process, but in the end, it’s important to remember that social networking is just that – social: a community that enables you to stay in touch with friends, find others with common interests and express your (social) self.
Do you agree? Have you used social networking sites to screen candidates and if so, what has your experience been like? If not, have you thought about it?
- Have a response? Join the discussion.
- Categories: Employee Attraction, Social Media, Survey Results
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I think checking up on people can go both ways, not to say this is necessarily good or bad. But, I will say that as a job seeker I also check up on those who contact me about an interview. I want to know how I measure up against him or her. Does this person have more experience than me or am I already over qualified? Does the person seem like a cool person? If I don’t like what I find I’ve been known to back out before the interview day. I don’t know if others do this but I’ve heard a lot of buzz about employers checking on job seekers and wanted to let all those companies out there that if you can find me, I can also find you.
[...] month, I talked about how more and more businesses are utilizing social media as a screening tool for candidates. Today, I came across a great post on AdWeek that puts a whole other perspective [...]