1. Inappropriate photographs, videos or information: 39%
2. Posts about drinking or using drugs: 38%
3. Discriminatory comments related to race, gender, etc.: 32%
4. Bad-mouthing previous company or fellow employee: 30%
5. Lying about qualifications (tie): 27%
5. Poor communication skills (tie): 27%
7. Linked to criminal behavior: 26%
8. Shared confidential information from previous employers: 23%
9. Unprofessional screen name: 22%
10. Lied about an absence (tie): 17%
10. Posted too frequently (tie): 17%
A huge majority of employers (70%) use social media to screen candidates before hiring, according to a 2017 CareerBuilder/Harris Poll survey of more than 2,300 HR professionals. That’s a significant jump from 60 percent last year, and 11 percent in 2006.
In addition, more than half of employers are less likely to interview or hire an individual who lacks an online presence, adds Rosemary Haefner, chief human resources officer at CareerBuilder. “This shows the importance of cultivating a positive online persona. Job seekers should make their professional profiles visible online and ensure any information that could negatively impact their job search is made private or removed.”
And while 54 percent of employers have decided not to hire a candidate based on their social media presence, 44 percent have found content on social media that caused them to do the exact opposite. The top reasons for hiring a candidate based on their social media presence include: information supporting their professional qualifications (38%), great communication skills (37%), a professional image (36%) and creativity (35%). iBi
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