Nice to know… for Candidates
There is advice all over the Internet for candidates. Following is a bit more advice worthy of taking note of.
Social Networking Websites (MySpace, facebook, etc…)
You may have heard it out there, and it is true; some hiring managers (and recruiters) check social networking websites like MySpace and facebook.
In a survey performed by CareerBuilder, 34 percent of hiring managers who do check these sites said information found there negatively impacted the candidate’s chance for hire. At the same time, 24 percent found information there to help them solidify their decision to hire the candidate.
If you are a job seeker who uses social networking sites, take an objective look at your web page. Does it portray a somewhat professional (while off work) image? Would you hire yourself if you saw your web page? Are the posts your ‘friends’ have placed there things you would want a potential employer to see?
Some items found on sites that negatively impact a hiring manager’s view of a candidate:
- Poor communications skills
- Lying about qualifications
- Mention of drug use
- Mention of alcohol abuse
- Provocative or inappropriate images, photos, and / or information
- Discriminatory remarks regarding religion, race, or gender
- An unprofessional screen name
Seasonal note: During election season, you may be tempted to post derogatory remarks about the political candidates you are not supporting. Before doing this, think twice, and then don’t do it!
Information found on sites that positively impacts the hiring manager’s view of the candidate:
- Evidence of good communications skills
- A background that matches the candidate’s resume
- Diverse interests
- A professional image
Hiring managers want to get a well-rounded, real life view of potential hires to help ensure a good fit not only skill and experience wise, but also a fit with the company culture. Visits to social networking sites help them accomplish that. Is your web page ready for their visit?
References
While social networking sites are being looked at more and more, references are still a standard. Have a list of solid professional references prepared before you are asked for them. This list should include professionals who know your work in the field you are applying for; supervisors, clients, and peers are all appropriate types of references.
Always speak to your references beforehand and ask them if they are willing to provide you a positive reference. It is also prudent to ask a colleague or mutual acquaintance, “Do you think so-&-so would be a good reference for me?” Take a few minutes to check your references out. A less-than-complimentary conversation with a reference could be a deal killer.
Tell your references why you are looking for a new career opportunity. Then, when they are asked why you are looking, they are not put in the uncomfortable and risky position of venturing a guess.
Many candidates still find it uncomfortable to approach their references, yet it must be done. When you think of the hours spent creating a resume, drafting cover letters, researching companies and reading job postings, the few extra minutes you spend chatting with your references is just a drop in the bucket of time, but a very important one!
“Google” yourself !
Have you ever searched for yourself on the Internet? While some hiring managers search specific social networking sites, check your credit rating, check “Megan’s List,” and such, many go a bit further and search potential hires on the Internet by name, name + organization, e-mail address, etc.
These searches can provide both mundane and interesting information. I have learned that candidates sold a car, are active in professional organizations, are active in their child’s soccer program, raised a certain breed of dog, and were involved in certain work projects. I have also learned that a candidate was arrested.
Find out what’s out there before you are asked about it. Brace yourself!
S i e r r a A l l i a n c e
e-mail: Sherry@SierraAlliance.com
telephone: +1 530 265 8250
www.SierraAlliance.com