Social Screening: What Hiring Managers Look For On Social .
Grow Your Business Your TeamSocial Screening: What Hiring Managers Look for On SocialMediaBy Chad Brooks, Business News Daily Senior Writer May 11, 2016 07:10 am EST 124 28 38 0 0MORE Credit: Twin Design/ShutterstockThe number of hiring managers using social media to investigate job candidateshas grown immensely over the past 10 years, according to a new CareerBuilderstudy.
Speci cally, 60 percent of employers now turn to social networks to research jobapplicants, up from 52 percent last year and just 11 percent in 2006."Tools such as Facebook and Twitter enable employers to get a glimpse of whocandidates are outside the con nes of a resume or cover letter," RosemaryHaefner, chief human resources of cer of CareerBuilder, said in a statement.The good news for job seekers is that most hiring managers aren't checking outpotential applicants' Facebook and Twitter feeds in an effort to dig up dirt. Just21 percent of those surveyed said they use social media to speci cally look forreasons not to hire an applicant. Meanwhile, 60 percent said they check outsocial networks as a way to nd information that supports a candidate'squali cations for the job, such as a professional portfolio.In addition, 53 percent of hiring managers said they want to see if a candidatehas a professional online persona, and 30 percent want to see what other peopleare posting about the candidate. [See Related Story: Social Media Success: AGuide for Job Seekers]While they might not be speci cally looking for negative posts, nearly half of thehiring managers surveyed said they have found information on social media thathas convinced them not to hire a candidate. The top types of posts that leftemployers with a bad impression include:Provocative or inappropriate photographs, videos or other informationInformation about a candidate drinking or using drugsDiscriminatory comments related to race, religion, gender, etc.Bad-mouthing of a previous company or fellow employeePoor communication skillsTo avoid leaving something for a hiring manager to nd that would hurt theirchances of getting hired, some job seekers might be inclined to eliminate theirsocial media presence altogether, or at the very least make it as private aspossible. However, that's not the best strategy either.
More than 40 percent of the hiring managers surveyed said they are less likely tointerview job candidates if they are unable to nd information about that persononline.The need to hide or remove any inappropriate content should be obvious, buthaving a clean and private pro le doesn't demonstrate who you are, and mayeven suggest you have something to hide, said Laura Betourne, a social mediaspecialist at Uproar PR."Employers with a strong company culture are looking at more than just your jobexperience," Betourne told Business News Daily. "Use your personal accounts toconvey your personality, and share your hobbies and favorite pastimes."Overall, one-third of the hiring managers who screen candidates via socialnetworks said they found information that led them to hire a certain candidate,including:The candidate's background information matched the job quali cations.The candidate's site conveyed a professional image.The candidate's personality came across as a good t with company culture.The candidate was well-rounded and showed a wide range of interests.The candidate had great communication skills.Job seekers aren't the only ones who should be taking stock of their social mediapresence. More than 30 percent of the employers surveyed use social networks toresearch current employees. Of those employers, more than 25 percent havefound content that resulted in them reprimanding or ring an employee.Betourne said it's important that job seekers and employees conduct a Googlesearch of themselves to look for any old social-media accounts they haveforgotten about."Most importantly, don't forget to search the Google images," Betourne said. "It'spossible there are photos from your social media accounts you may have thoughtwere private, and do not want popping up on the rst page of the search results."
The study was based on surveys of 2,186 U.S.-based hiring and human resourcemanagers.Additional reporting by Nicole Fallon Taylor.Report this AdvertisementTop Employment AttorneyFree Consultation with Attorney No Recovery No Fee FreeParkingChad BrooksChad Brooks is a Chicago-based freelance writer who has nearly 15 years experience in themedia business. A graduate of Indiana University, he spent nearly a decade as a staff reporterfor the Daily Herald in suburban Chicago, covering a wide array of topics including, local andstate government, crime, the legal system and education. Following his years at thenewspaper Chad worked in public relations, helping promote small businesses throughout theU.S. Follow him on Twitter.
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May 11, 2016 · candidates are outside the conánes of a resume or cover letter," Rosemary Haefner, chief human resources ofácer of CareerBuilder, said in a statement. The good news for job seekers is that most hiring managers aren't checking
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automated hiring systems can be used in the hiring process, particularly to help identify and select the best person for the job. Below, we provide an overview of our major findings. The Technology Automated hiring systems have a place in Federal hiring—but only if used wisely. Automated hiring systems can be used to identify a pool of
Hiring Managers. are responsible for clearly identifying the required qualifications in the job profile and . as the applicants resume, cover letter, and online questionnaire. Screening should be done in the most efficient, job related, fair, reasonable and consistent manner possible. . Look
their own high-volume hiring hurdles. By the end of this guide, you'll have a simple step-by-step strategy to high-volume hiring success. 03 Step 1: Align with hiring managers 06 Step 2: Put quality first 10 Step 3: Get your jobs in front of more people 14 Step 4: Source smarter 18 Step 5: Start conversations faster 21
Running a Resume Screen Page 2 of 17 version 1.2 (updated 6/11/21) Note: If there were screening levels before the Resume Screening (Online and/or Manual Screening), all screening must be complete prior to running the Resume Screening. 1. Go to the Applicants tab within the Job Opening. 2. If the Resume Screen is the only screening level,
The purpose of this manual is to be a reference to provide detailed information on navigating your Recruit and Hire system. This guide will show you how to use the commonly used tools by hiring managers in Recruit and Hire. This manual was specifically written for hiring managers t
expand social media screening of immigration applicants. Additionally, ICE independently began a pilot to use social media screening during the visa issuance process. However, these pilots, on which DHS plans to base future department-wide use of social media screening, lack criteria for measuring performance to ensure they meet their objectives.
First aid at work – your questions answered Page 3 of 8 Health and Safety Executive The findings of your first-aid needs assessment (see Q3) will identify whether first-aiders should be trained in FAW, EFAW, or some other appropriate level of training. EFAW training enables a first-aider to give emergency first aid to someone who is injured or becomes ill while at work. FAW training includes .
