7 Ways Your Social Media Accounts Can Affect Your Employability
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In the last 10 years, the amount of employers who are searching social media accounts of prospective employees has gone up significantly. Consider that a post a potential employee made when he or she as a teenager may now come back to bite him or her, keeping the employee from obtaining employment at a dream company.
Ninety-three percent of hiring managers will review a candidate’s social media profile before they make a hiring decision. Even a joke a potential employee may have thought was funny though controversial, could cost him or her an opportunity at employment. Consider that 55 percent of hiring managers have reconsidered their candidate based on what they found in a social media search. Some hiring managers use social media for almost all of the steps of hiring an employee. Seventy-nine percent of hiring managers on LinkedIn have used the system for the entire process, 26 percent say they used Facebook, and 14 percent said they used Twitter. Given that, it pays to know what to expect if social media accounts may portray an employee as a less than desirable hire, and what a job searcher can do to remedy the situation.
Using Poor Grammar and Spelling on Social Media
Sixty-six percent of potential employers who search for potential employees on social media say they hold poor spelling and grammar against a potential candidate. Therefore, an individual who is searching for a position or believes he or she will be searching for a position in the future should reconsider using slang, abbreviations, and sentence fragments when they post on social media. It is better to spell out entire words, use a spell checker, and check for proper grammar before making a post. After all, if a potential employee uses bad spelling and grammar habits on social media, which is public, then they may use it in the workplace.
Profanity Usage on Social Media
Sixty-three percent of potential employers who have searched for a potential employee on a social media platform say they have taken profanity into consideration. Social media should be viewed as a public forum and if posts are public on social media and include profanity, then it shows the potential candidate does not have a filter. It means he or she could use profanity while at work with other co-workers or customers, and that does not bode well for the business.
Discriminatory Comments Pertaining to Race, Religion, Gender, on Social Media
Discriminatory comments are never appropriate, but they should be avoided at all costs on social media platforms. Thirty-three percent of recruiters and hiring managers admit they are turned off by discriminatory comments. While these comments are never appropriate in a public setting, many people will post them or share them not truly knowing what the wording means, and if they do know what the wording means, then it looks even worse when an employer searches for the profile.
Bad-Mouthing Previous Companies or Employees on Social Media
Thirty-one percent of hiring managers and recruiters admit they are influenced by whether or not someone has posted disparaging remarks about previous companies and employees they have worked for. Not only does bad-mouthing show a lack of decorum, but it shows the hiring manager or the recruiter that the potential employee is not able to take responsibility for his or her part in any situation. Therefore, the poster will not be a reliable employee.
Poor Communication Skills on Social Media
Posting a quirky comment to a friend that does not portray what the poster really means, or not responding to anyone’s likes or comments on their own posts shows poor communication skills. Someone who poorly communicates on social media has a 29 percent chance of losing their position as a candidate for the job. When a potential candidate is not able to communicate well on social media platforms, they cannot communicate well through email or messaging systems, which are commonly used in workplaces.
Referencing Illegal Drugs or Sexual Posts on MD Social Media
Eighty-three percent of recruiters and hiring managers admit that when a candidate references illegal drugs, they are turned off and immediately scrap the application. Referencing illegal drugs does many different things. First, it makes the hiring manager or recruiter question whether or not the potential employee uses those illegal drugs. Second, it shows the potential employee is not able to keep opinions about controversial topics private, and this could create a rift in the workplace. Third, it may show the potential employee will not fit in with the workplace environment.
Seventy percent of recruiters and hiring managers admit they are turned off by potential employees posting or referencing anything sexual on their social media profile. Again, sexual references are best made when only close friends are around and in the home. Sexual harassment lawsuits are on the rise in the United States, and a potential employer wants to steer clear of anything that remotely hints a potential employee could cause a disturbance in the company related to this topic. Keep all posts referencing sexual acts or displaying questionable photographs completely private, or better yet, do not post them at all.
Keeping a Social Media Profile in MD Completely Private
With all that being said, a social media profile should not be kept private. In fact, 41 percent of potential employers are less likely to interview a job candidate if they cannot find information about that person online. Take great care to post images, write commentaries, or respond in a way that shows you in a favorable light. If you are looking to go into a specific type of industry, then start early by researching the causes and mission statements of leading companies within that industry and tailoring some of your posts and comments accordingly.