We have been advocating managing your online brand for a long time, and now there is research to explain in no uncertain terms why it’s so important. Microsoft commissioned a new Online Reputation Research study that highlights the disconnect between user perception and what recruiters are really doing online.
This new survey polled 1,200 consumers and 1,200 hiring managers and recruiters in the United States and the United Kingdom. According to the findings, only 15 percent of consumers believe that information found online will have any impact on their getting a job. The reality is that 79 percent of hiring managers are searching for information about candidates online, and 70 percent of those hiring have rejected candidates based on what they have found. So if you think what you post on your blog or your Facebook page or your Twitter feed doesn’t matter, think again.
At the same time, 85 percent of the recruiting professionals polled said that they were positively influenced when they found favorable information online. This is another reason for you to make a proactive effort to manage your online reputation and find ways to get your best work and your insights posted. Use LinkedIn, Facebook, Twitter, a blog, and other resources to tell the Web world about our professional prowess. That’s the kind of data you want to make sure hiring managers find when they look for you online.
Where are recruiters and hiring managers looking for the inside scoop about their candidates? They are looking pretty much everywhere:
|
Percent Of Recruiters And HR Professionals Who Use These Types Of Sites When Researching Applicants | |
|
Site Researched |
% Professionals Using |
|
Search engines |
78% |
|
Social networking sites |
63% |
|
Photo and video sharing sites |
59% |
|
Professional and business networking sites |
57% |
|
Personal Web sites |
48% |
|
Blogs |
46% |
|
News sharing sites (e.g. Twitter) |
41% |
|
Online forums and communities |
34% |
|
Virtual world sites |
32% |
|
Web sites that aggregate personal information |
32% |
|
Online gaming sites |
27% |
|
Professional background checking services |
27% |
|
Classifieds and auction sites |
25% |
|
None of these |
2% |
|
Source: Microsoft, February 2010 |
|
And what are these recruiters looking for? A variety of things, including your financial history and poor communications skills:
|
U.S. Recruiters and HR Professionals Reasons for Candidate Rejection | |
|
Reason |
% of Respondents Selecting Reason |
|
Concerns about the candidate's lifestyle |
58% |
|
Inappropriate comments and text written by the candidate |
56% |
|
Unsuitable photos , videos, and information |
55% |
|
Inappropriate comments or text written by friends and relatives |
43% |
|
Comments criticizing previous employers, co-workers, or clients |
40% |
|
Inappropriate comments or text written by colleagues or work acquaintances |
40% |
|
Membership in certain groups and networks |
35% |
|
Discovered that information the candidate shared was false |
30% |
|
Poor communication skills displayed online |
27% |
|
Concern about the candidate's financial background |
16% |
|
Source: Microsoft, February 2010 |
|
The same survey shows that as many as 44 percent think it “somewhat or very inappropriate” that recruiters scan photo and video sharing sites looking for digital dirt. And consumers seem split about social networking sites, with 43 percent thinking it’s okay to review social networking sites, and an equal number thinking such practices by hiring managers are objectionable. Younger respondents seemed more offended about being researched online, but the fact is that the majority of recruiters and hiring managers are watching you online. So don’t post anything you wouldn’t be ashamed your next boss might see.
