2. Stats
• 79% of US hiring managers and recruiters reviewed online
information about job applicants. (Microsoft, 2009)
• 70% of US hiring managers rejected candidates based on what
they found. (Microsoft, 2009)
• 45% of employers use social networking sites to research job
candidates, a big jump from 22% last year. Another 11% plan
to start using social networking sites for screening. (Career
Builder, 2009)
• 76% of executives expect companies and recruiters to conduct
a search of their name online during the hiring process
• 22% have never entered their own name into a search engine
to determine what personal or professional information is
uncovered. (Execunet, 2007)
• Every professional has an online reputation to protect
3. Usage
• 85% of businesses use Facebook as part of their marketing
communications, followed by Twitter (77%), LinkedIn (58%)
and YouTube (49%) (econsultancy.com)
• For job candidate checks, 29% use Facebook, 26% use
LinkedIn and 21% use MySpace. One-in-ten (11%) search
blogs while 7% follow candidates on Twitter. (Career Builder,
2009)
• The industries most likely to screen job candidates via social
networking sites or online search engines include:
Information Technology (63%) and Professional & Business
Services (53%). (Career Builder, 2009)
4. Reasons for elimination
• Inappropriate photographs or information – 53%
• Content about drinking or using drugs – 44%
• Bad-mouthed their previous employer, co-workers or clients –
35%
• Showed poor communication skills – 29%
• Made discriminatory comments – 26%
• Lied about qualifications – 24%
• Shared confidential information from previous employer – 20%
• Sent message using an emoticon – 14%
• Used text language such as GR8 (great) in an e-mail or job
application – 16%
Source: Career Builder, 2009
5. Reasons for Hiring
18% of employers found content on social networking sites that
caused them to hire the candidate. The top examples include:
•Profile provided a good feel for personality and fit – 50%
•Profile supported professional qualifications – 39%
•Candidate was creative – 38%
•Candidate showed solid communication skills – 3%
•Candidate was well-rounded – 33%
•Other people posted good references about the candidate – 19%
•Candidate received awards and accolades – 15%
Source: Career Builder, 2009