Job Candidates Need to Monitor Social Networking Profiles by Amy Winter on Creators.com

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Job Candidates Need to Monitor Social Networking Profiles

Job-seekers should think twice before posting that funny photo or crude joke on their social networking profile. As social networking sites grow in popularity, more hiring managers look to these sites during the hiring process.

Forty-five percent of employers look at social networking sites in order to screen job-seekers, according to a CareerBuilder.com survey that questioned 2,667 hiring mangers and HR professionals. And 11 percent of employers plan to utilize these sites during their company's hiring process. Last year, only 22 percent of managers studied these sites for information about potential candidates.

When it comes to searching these types of sites, the highest number of employers use Facebook, followed by LinkedIn, MySpace, blogs and Twitter. Industries that focus on technology and sensitive information, such as information technology and professional and business services, seem to be the top areas that do background checks/online searches on potential hires.

A good percentage of managers (35 percent) discovered information on social networking sites that caused them to reject the job-seeker. Here are some common instances:

— Candidate posted unsuitable photos or information.

— Candidate included information about drinking or using drugs.

— Candidate criticized previous employer, co-workers or clients.

— Candidate displayed poor communication skills.

— Candidate had discriminatory remarks on his or her profile.

— Candidate made false claims regarding qualifications.

— Candidate provided private information regarding a previous employer.

On the other hand, 18 percent of employers found positive information on social networking sites that helped a job-seeker get the position.

Here are some examples:

— Profile offered a good feel for the candidate's personality.

— Profile displayed the candidate's qualifications.

— Profile revealed candidate's creativity.

— Profile showed the candidate's positive communication skills.

— Profile listed encouraging references posted by other people.

— Profile described the awards given to a candidate.

— Profile depicted the well-roundedness of the candidate.

"Social networking is a great way to make connections with potential job opportunities and promote your personal brand across the Internet," says Rosemary Haefner, vice president of human resources. "Make sure you are using this resource to your advantage by conveying a professional image and underscoring your qualifications."

CareerBuilder.com offers tips to maintain a helpful social networking profile:

— Get rid of inappropriate photos, links or content on your profile before you start your job search. You don't want information to hinder your chances of being hired.

— Develop your own professional group on sites like Facebook in order to create associations with recruiters and possible referrals.

— Don't include complaints on your profile. Try to maintain a positive theme when it comes to both personal and professional information. Focus on specific achievements.

— Be picky when it comes to selecting your "friends." Others can view your friends and their posted comments. Think about blocking certain content or setting your profile to private.

— Avoid writing about your job search when you are still employed.

For more information, visit www.careerbuilder.com.

To find out more about Amy Winter and read features by other Creators Syndicate writers and cartoonists, visit the Creators Syndicate website at www.creators.com.