“Mistakes live forever online” |
| Posted: 13 Nov 2010 05:00 AM PST Social network ... Kim Kardashian caused controversy with this picture on Twitter. Source: The Sunday Telegraph WHAT goes online stays online - and could put you out of the running for a job. Employers and recruitment companies are increasingly scrutinising candidates' social networking profiles to vet job applications. "Sites such as Facebook are being used increasingly by companies to screen candidates," Michael Page head of marketing for Asia Pacific, Marcus Sandmann, said. Job-hunters are being told to clean up their social networking profiles or risk being overlooked for jobs by prospective employers - because companies are watching. "Social media is all about an online public forum," Sandmann said. "What you put online stays online, and it opens you up to extra scrutiny. People looking for roles need to be mindful of that." Scanning Facebook is not yet built into Michael Page's official recruitment process, but the company's "more savvy consultants" always examine social networking profiles. This is to better understand candidates and unearth any "peculiar behaviour". In a recent survey, another recruiter, Hays, found that almost half of all jobseekers thought social networking profiles should not be used to vet applications. "Most jobseekers believe their personal life is personal and their social-media profile should not be used as part of the decision-making process," regional director Peter Noblet said. "But it is in the public domain and, as a candidate, ou don't have much control over whether it is used or not. "It can no longer be argued that Facebook is purely social and Linkedin is business. The lines have been blurred and companies are looking at those profiles more and more in the same way they Google candidates' names to see what's out there. "Job-hunters need to control how they come across. "There is a common quote in the online world that you do not do online what you wouldn't do offline." Michael Page also uses professional networking sites such as Linkedin to cross-reference candidates' employment history and other details. "It is not just Facebook," Mr Sandmann said. "We cross-reference details on candidates' Linkedin profiles with their r aacsum aac to make sure it matches up." Twitter, video-sharing sites such as YouTube and online forums or blogs are also being used to gather information about prospective employees. "We can no longer keep digging in the same hole to find talent," Adecco head of marketing Rick Khinda said. "Social media is going to have a much greater influence on recruiting." This entry passed through the Full-Text RSS service — if this is your content and you're reading it on someone else's site, please read our FAQ page at fivefilters.org/content-only/faq.php |
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