University has recently revoked admission offers for at least 10 students based
on “offensive” posts on social media.
According to Harvard’s admission guidelines, it reserves the right to withdraw offers if a student “engages in behavior that brings into question his or her honesty, maturity, or moral character.”
In the corporate world however, using social media networks to vet potential job candidates is nothing new. Seventy-five percent of hiring managers and recruiters check candidate’s social media profiles (even if they’re not provided).
And, forty-nine percent of hiring managers who screen candidates via social networks said they've found information that caused them not to hire an applicant.
The top digital turn offs:
1.Provocative or inappropriate photographs, videos or information
2.Information about candidate drinking or using drugs
3.Discriminatory comments related to race, religion, gender, etc.
4.Candidate bad-mouthed previous company or fellow employee
To be fair, hiring managers aren’t just looking for negatives. Social media has turned virtually anyone that can fog a mirror into their own PR companies. Your content is a reflection of you. The posts you create, the posts you like and the posts you share, all say something about your personal brand.
According to Careerbuilder , most hiring managers are just trying to humanize the job candidate outside the lines of a resume. Here’s what they want to see:
1. Candidate's background
information supports job qualifications
2.Candidate's site conveys a professional image
3.Candidate's personality comes across as a good fit with company culture
4.Candidate is well-rounded, shows a wide range of interests
5.Candidate has great communication skills
website, The Muse
says LinkedIn was the #1 social network for
checking out an applicant, as it was used in 93% of hiring managers searches.
Social media, if used correctly can be a powerful tool for recruiters AND job seekers.
there are some potential issues to consider when tracking an applicant via
social networks. We’ll go over that in detail next week…