Social Media Mis-use:
Party animal posts on social media put off 68% of employers.
Nearly seven out of ten bosses have rejected candidates who display online behaviour deemed unsuitable for the job, according to new research which could be classed as social media mis-use.
The survey of 550 hiring managers by Protecting.co.uk found that 74% look for candidates’ Facebook, Twitter and LinkedIn profiles and 68% admitted that they have rejected a candidate based on social media postings.
24% of managers warned current staff over their social media presence, and 15% were suspicious of a candidate that had no visible social media presence.
One employer told Protecting: “One young man had a really interesting CV, but I was horribly surprised to find a whole load of swearing, racist and sexist jokes on his public timeline. Suddenly, I wasn’t so keen to offer him a job.”
Another manager revealed: “One candidate for a supervisory role at our company was endorsed on LinkedIn for ‘being a party animal’ and ‘getting the wacky-baccy in’…no thanks.”
Matthew Pinto-Chilcott of Consensus HR said: “The job market is so competitive these days, which means employers are being very specific on what they want in relation to qualifications and competences and only take on the best applicants. That means your social media presence whether its Facebook, LinkedIn, Twitter, Google+ etc, has to be absolutely spotless, and the Facebook trawl is becoming standard practice in recruiting.”
On a more positive note, one employee’s profile didn’t result in rejection: “One candidate’s application wasn’t so great, but her Facebook backed up all the voluntary work she claimed she did. We took her on, and she’s been one of our finest investments.”
Spokesperson for Protecting, Mark Hall says the boundary when it comes to employers snooping on candidates is becoming increasingly problematic: “While there’s less of a moral quandary in looking at the character of job candidates, it becomes more of a grey area when it comes to people already working for your business.”
Hall advises employers to ask themselves, “Does this post bring my company into disrepute?” before making decisions, as “most of the time, you’ll find that the answer is actually ‘no’.”
“They might be a party animal outside of work, but it’s their work skills and behaviour you’re employing them for.”
And to candidates: “Delete those photos, or change your privacy settings, or better still, don’t post them in the first place.”
Is reviewing social media part of your recruitment process? Discuss your options – and legal position – with Matthew HR Specialist from Consensus HR. Contact him via email@example.com or call him on 01462 621243.