45% Employers use Facebook-Twitter to screen job candidates
August 24, 2009
Oregon Business News
Forty-five Percent of Employers Use Social Networking Sites to Research Job Candidates, CareerBuilder Survey Finds
Career Expert Provides DOs and DON’Ts for Job Seekers on Social Networking
CHICAGO, August 19, 2009 - As social networking grows increasingly pervasive, more employers are utilizing these sites to screen potential employees. Forty-five percent of employers reported in a recent CareerBuilder survey that they use social networking sites to research job candidates, a big jump from 22 percent last year. Another 11 percent plan to start using social networking sites for screening. More than 2,600 hiring managers participated in the survey, which was completed in June 2009.
Of those who conduct online searches/background checks of job candidates, 29 percent use Facebook, 26 percent use LinkedIn and 21 percent use MySpace. One-in-ten (11 percent) search blogs while 7 percent follow candidates on Twitter.
The top industries most likely to screen job candidates via social networking sites or online search engines include those that specialize in technology and sensitive information: Information Technology (63 percent) and Professional & Business Services (53 percent).
Why Employers Disregarded Candidates After Screening Online
Job seekers are cautioned to be mindful of the information they post online and how they communicate directly with employers. Thirty-five percent of employers reported they have found content on social networking sites that caused them not to hire the candidate. The top examples cited include:
Candidate posted provocative or inappropriate photographs or information - 53 percent
Candidate posted content about them drinking or using drugs - 44 percent
Candidate bad-mouthed their previous employer, co-workers or clients - 35 percent
Candidate showed poor communication skills - 29 percent
Candidate made discriminatory comments - 26 percent
Candidate lied about qualifications - 24 percent
Candidate shared confidential information from previous employer - 20 percent
Fourteen percent of employers have disregarded a candidate because the candidate sent a message using an emoticon such as a smiley face while 16 percent dismissed a candidate for using text language such as GR8 (great) in an e-mail or job application.
Why Employers Hired Candidates After Screening Online
Job seekers are also encouraged to leverage social media whenadvertising their skills and experience.Eighteen percent of employers reported they have found content on social networking sites that caused them to hire the candidate. The top examples include:
Profile provided a good feel for the candidate’s personality and fit - 50 percent
Profile supported candidate’s professional qualifications - 39 percent
Candidate was creative - 38 percent
Candidate showed solid communication skills - 35 percent
Candidate was well-rounded - 33 percent
Other people posted good references about the candidate - 19 percent
Candidate received awards and accolades - 15 percent
“Social networking is a great way to make connections with potential job opportunities and promote your personal brand across the Internet,” said Rosemary Haefner, Vice President of Human Resources at CareerBuilder. “Make sure you are using this resource to your advantage by conveying a professional image and underscoring your qualifications.”
Haefner recommends the following DOs and DON’Ts to keep a positive image online:
1)DO clean up digital dirt BEFORE you begin your job search. Remove any photos, content and links that can work against you in an employer’s eyes.
2)DO consider creating your own professional group on sites like Facebook or BrightFuse.com to establish relationships with thought leaders, recruiters and potential referrals.
3)DO keep gripes offline. Keep the content focused on the positive, whether that relates to professional or personal information. Makes sure to highlight specific accomplishments inside and outside of work.
4)DON’T forget others can see your friends, so be selective about who you accept as friends. Monitor comments made by others. Consider using the “block comments” feature or setting your profile to “private” so only designated friends can view it.
5)DON’Tmention your job search if you’re still employed.
Survey Methodology
This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder.com between May 22 and June 10, 2009 among 2,667 hiring managers and human resource professionals (employed full-time; not self-employed; with at least significant involvement in hiring decisions; non- government) ages 18 and over. With a pure probability sample of 2,667 one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.9 percentage points. Sampling error for data from sub-samples is higher and varies.
About CareerBuilder
CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com, is the largest in the U.S. with more than 23 million unique visitors, 1 million jobs and 32 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis to talent acquisition. More than 9,000 Web sites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company, The McClatchy Company (NYSE:MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the U.S., Europe, Canada and Asia. For more information, visit www.careerbuilder.com.
CareerBuilder Media Contact
For all media inquiries and interview requests, contact:
Jennifer Grasz
(P) 773-527-1164
(E) jennifer.grasz@careerbuilder.com
Forty-five Percent of Employers Use Social Networking Sites to Research Job Candidates, CareerBuilder Survey Finds
Career Expert Provides DOs and DON’Ts for Job Seekers on Social Networking
CHICAGO, August 19, 2009 - As social networking grows increasingly pervasive, more employers are utilizing these sites to screen potential employees. Forty-five percent of employers reported in a recent CareerBuilder survey that they use social networking sites to research job candidates, a big jump from 22 percent last year. Another 11 percent plan to start using social networking sites for screening. More than 2,600 hiring managers participated in the survey, which was completed in June 2009.
Of those who conduct online searches/background checks of job candidates, 29 percent use Facebook, 26 percent use LinkedIn and 21 percent use MySpace. One-in-ten (11 percent) search blogs while 7 percent follow candidates on Twitter.
The top industries most likely to screen job candidates via social networking sites or online search engines include those that specialize in technology and sensitive information: Information Technology (63 percent) and Professional & Business Services (53 percent).
Why Employers Disregarded Candidates After Screening Online
Job seekers are cautioned to be mindful of the information they post online and how they communicate directly with employers. Thirty-five percent of employers reported they have found content on social networking sites that caused them not to hire the candidate. The top examples cited include:
Candidate posted provocative or inappropriate photographs or information - 53 percent
Candidate posted content about them drinking or using drugs - 44 percent
Candidate bad-mouthed their previous employer, co-workers or clients - 35 percent
Candidate showed poor communication skills - 29 percent
Candidate made discriminatory comments - 26 percent
Candidate lied about qualifications - 24 percent
Candidate shared confidential information from previous employer - 20 percent
Fourteen percent of employers have disregarded a candidate because the candidate sent a message using an emoticon such as a smiley face while 16 percent dismissed a candidate for using text language such as GR8 (great) in an e-mail or job application.
Why Employers Hired Candidates After Screening Online
Job seekers are also encouraged to leverage social media whenadvertising their skills and experience.Eighteen percent of employers reported they have found content on social networking sites that caused them to hire the candidate. The top examples include:
Profile provided a good feel for the candidate’s personality and fit - 50 percent
Profile supported candidate’s professional qualifications - 39 percent
Candidate was creative - 38 percent
Candidate showed solid communication skills - 35 percent
Candidate was well-rounded - 33 percent
Other people posted good references about the candidate - 19 percent
Candidate received awards and accolades - 15 percent
“Social networking is a great way to make connections with potential job opportunities and promote your personal brand across the Internet,” said Rosemary Haefner, Vice President of Human Resources at CareerBuilder. “Make sure you are using this resource to your advantage by conveying a professional image and underscoring your qualifications.”
Haefner recommends the following DOs and DON’Ts to keep a positive image online:
1)DO clean up digital dirt BEFORE you begin your job search. Remove any photos, content and links that can work against you in an employer’s eyes.
2)DO consider creating your own professional group on sites like Facebook or BrightFuse.com to establish relationships with thought leaders, recruiters and potential referrals.
3)DO keep gripes offline. Keep the content focused on the positive, whether that relates to professional or personal information. Makes sure to highlight specific accomplishments inside and outside of work.
4)DON’T forget others can see your friends, so be selective about who you accept as friends. Monitor comments made by others. Consider using the “block comments” feature or setting your profile to “private” so only designated friends can view it.
5)DON’Tmention your job search if you’re still employed.
Survey Methodology
This survey was conducted online within the U.S. by Harris Interactive© on behalf of CareerBuilder.com between May 22 and June 10, 2009 among 2,667 hiring managers and human resource professionals (employed full-time; not self-employed; with at least significant involvement in hiring decisions; non- government) ages 18 and over. With a pure probability sample of 2,667 one could say with a 95 percent probability that the overall results have a sampling error of +/- 1.9 percentage points. Sampling error for data from sub-samples is higher and varies.
About CareerBuilder
CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com, is the largest in the U.S. with more than 23 million unique visitors, 1 million jobs and 32 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis to talent acquisition. More than 9,000 Web sites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company, The McClatchy Company (NYSE:MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the U.S., Europe, Canada and Asia. For more information, visit www.careerbuilder.com.
CareerBuilder Media Contact
For all media inquiries and interview requests, contact:
Jennifer Grasz
(P) 773-527-1164
(E) jennifer.grasz@careerbuilder.com
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Jobs Posted by Frederick County Workforce Services
Intermittent Job Service Interviewer The Department of Labor, Licensing, and Regulation, Division of Workforce Development and Adult Learning/Office of Field Operations in Frederick County are recruiting to fill Intermittent Job Service Specialist positions. The person selected to fill this position will report to the Labor Exchange Administrator for Frederick County. The selected candidate will interview job seekers, assist them with registering for work, and refer them to prospective employers. The candidate in this position will be responsible for contacting employers to solicit job openings, search files, notify applicants of job openings, record and evaluate various pertinent data, give job seekers advice on job search. The selected candidate will also provide resume writing and job search information.Frederick, Maryland Salary: $15.14 per hour. Qualifications: Bachelor's degree from an accredited college or university. To Apply: Visit www.mwejobs.com for additional details. The job order number for this position is MD0958073. |
Sales Associate Frederick, Maryland Sales Associate will perform inventory control, safety and security and maintain housekeeping within the department of retail environment. Successful candidates recognize, acknowledge and provide quality service to the customer at all times. Some computer knowledge is helpful. Minimum one weekend day per week.Salary: Competitive. Qualifications: High School Diploma or General Equivalency Degree. Must be able to stand and walk for long periods of time. Pre-employment drug test and background checks will be conducted. Sales skills, math and language skills are required. To Apply: Visit www.mwejobs.com for additional details. The job order number for this position is MD0080766. |
Food Prep Frederick, Maryland A new local restaurant is looking for energetic, dependable candidates with excellent work ethic for full and part time positions. Incumbents are accountable for the efficient, profitable execution of all standards of operation designed to deliver high-quality products in a safe, sanitary manner. Work in a fast paced environment producing quality, well prepared products and demonstrate high energy with a stress free attitude. Salary: $7.25 per hour. Qualifications: One year previous experience. Must be able to lift 50 pounds and stand for long periods of time. To Apply: Visit www.mwejobs.com for additional details. The job order number for this position is MD0962733. |
Core Tech I Walkersville, Maryland Assist in the Class 100 core as needed for production runs. Assist in the finishing area as needed including screening product and assembling kits. Set-up and operate production equipment, i.e., freeze dryer, oven, etc., as required. Maintain complete and accurate paperwork associated with job tasks. Perform daily core cleaning, prepare materials for autoclaving that are used in production runs, i.e., mops, buckets, and towels. Prepare disinfectant solutions according to specifications. Salary: Competitive. Qualifications: High School Diploma or General Equivalency Degree with four years of experience in a cGMP production environment or Associates Degree in biological sciences and one year experience in a cGMP environment. To Apply: Please visit www.mwejobs.com for additional details. The job order number for this position is MD1047731. |
Director of Major Gifts Frederick, Maryland Under the general direction of the Vice President for Institutional Advancement and working with a larger team of development officers and college administrators, this individual will plan, set and realize goals; manage time and staff resources; administer significant components of the major gift/planned giving program; market major gift and planned giving opportunities; identify, cultivate and solicit major gifts; and provide stewardship of major donors. This high-energy individual devotes significant time to travel to work with an assigned pool of prospects and to advance the college. Salary: Competitive. Qualifications: Bachelor's degree with five years experience in major gift prospect identification, cultivation and solicitation preferably in an educational setting, or equivalent transferable skills from other professional fields. Please see job order for more information. To Apply: Visit www.mwejobs.com for additional details. The job order number for this position is MD0307809. |
