Employers That Check Personal Websites Before Hiring

A company is likely to examine your personal websites before hiring you.

The number of employers using social media outlets and personal websites to screen job candidates doubled in a one-year period and is expected to keep expanding, according to a 2009 study conducted by Harris Interactive for CareerBuilder. Forty-five percent of employers are using social networks such as Facebook, LinkedIn and Twitter to research job candidates, and they are finding plenty of useful information.

Where to Search

Due to the proliferation of social media sites, hiring professionals can literally read the minds of job candidates, according to the Society for Human Resource Management. Human resource professionals often begin their search on Google, a place where candidates have less control of their information. Other sites that HR professionals scan include LinkedIn, the leading professional networking site on the web; Facebook, where attitude can be gauged; Twitter, where you can find out if the candidate follows industry leaders; and You Tube, where you may be surprised to find what author Emily Bennington calls "digital dirt."

Going Beyond Standard Screening

The branding company R/GA takes its screening a step further. In searching for interns, the firm posts questions on candidates' Facebook walls for their friends to answer. The Maryland Department of Public Safety and Correctional Services asked candidates for their Facebook log in information, making at least one candidate feel like he was being scrutinized under a microscope. The practice was later suspended so it could be evaluated.

Industries

Companies that specialize in technology and deal with sensitive information are most likely to screen job candidates through online search engines or social networking sites. More than 50 percent of information technology companies and 53 percent of professional and business services firms used social networking sites to screen applicants, according to the CareerBuilder survey.

Reasons to Disregard Candidates

Thirty-five percent of employers told CareerBuilder they have found content on social networking sites that caused them not to hire the candidate. More than 50 percent disregarded a candidate who posted provocative or inappropriate photographs or information, while 44 percent decided not to extend an offer to a candidate who posted content about drinking or using drugs. Other reasons for failing to extend an offer after viewing personal websites include bad-mouthing of a previous employer, co-workers or clients; showing poor communication skills; making discriminatory comments; lying about qualifications; and sharing confidential information from a previous employer.

Reasons to Hire Candidates

Nearly 20 percent of the 2,667 hiring managers and human resource professional surveyed by CareerBuilder found content on social networking sites that prompted them to hire the candidate. After viewing a candidate's social media profile, 50 percent hired the applicant because the profile provided a good feel for the candidate's personality and fit, while nearly 40 percent offered a job because the profile supported the candidate's professional qualifications. Other reasons for hiring after screening via social media include evidence of creativity, good communication skills, good posted references and awards or accolades.

References

• New York Times; More Employers Use Social Networks to Check Out Applicants; Jenna Wortham; August 2009
• ABC News; What If a Would-Be Employer Wanted Access to Your Facebook Wall?; Lyneka Little; March 2011
• Monster; Social Media Recruitment: Social Media Platforms and your Next Hire; Emily Bennington
• Society for Human Resource Management: The Effect of High-Tech Solutions and Social Networking on the Recruiting Process
• CareerBuilder: Forty-five Percent of Employers Use Social Networking Sites to Research Job Candidates, CareerBuilder Survey Finds; August 2009