If you think that your Facebook and Twitter profiles won’t be looked at when you’re applying for a job, think again. The vast majority of employers are now searching through candidates’ social media accounts as part of the hiring process, new research finds. A study from CareerBuilder revealed that 70 percent of employers now use social media to screen job candidates before hiring them, up from 60 percent a year ago and 11 percent in 2006. Many employers are also moving beyond social networks when checking out potential employees online. Nearly 70 percent are using online search engines such as Google, Yahoo and Bing to research candidates as well, compared to just 59 percent last year.
While the fear of having something embarrassing or negative discovered might tempt some job candidates to try and completely erase their online persona, employers say that strategy can backfire for many job seekers. One-quarter of hiring managers expect candidates to have some sort of online presence, and nearly 60 percent are less likely to call someone in for interview if they can’t find them online.
According to the report, job seekers frequently research details about on-the-job lifestyle factors, including benefits and schedule flexibility as well as the type of work that will be expected of them if hired. The most important criteria, however, is compensation. Currently, 44 percent of candidates know compensation details about a position before applying, and this level of transparency is only increasing. “Easy access to information has changed the way individuals find jobs and jobs find individuals,” said Jim McCoy, vice president and global practice leader at ManpowerGroup Solutions. “As organizations across the globe continue to report difficulties filling roles, understanding candidate preferences is critical.” ManpowerGroup Solutions offers the following advice for employers and hiring managers to help with recruiting efforts.
Reach the right talent where they are Understand that candidates are gleaning much of their information from your company’s website, so it’s important to prioritize the creation of content that is both brand relevant and high quality. Be open to new conversations and new ways of having them You must be willing to be fully transparent with today’s information-hungry candidates – especially related to compensation. Monitor the buzz Monitor conversations about your company on social media and career sites like Glassdoor, and be ready to jump in and respond to questions or provide additional information when necessary. “Organizations should be thinking about candidates as consumers,” McCoy added. “Managing the message to the market is key to building a successful employer brand and attracting the best talent.”