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Tulsa Staffing | 70 percent of employers check candidates’ social media profiles

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You are listening to trinity employments, a player Matchmaker podcast starring your Tulsa Staffing host and the cofounder of Trinity Employment Specialists, Cory Minter.

Hello. Welcome to the a player matchmaker and we’re always trying to find ways to add value to different job seekers and employers. Today’s podcast is interesting. I think it’s interesting because we have a stat here, the whole, we’re out bunch of stats but then one we’re going to base this whole thing on is 70% of employers check candidate social media profiles before they hire them. Um, Rut row shaggy for some people. Um, and so you know, if you’re struggling to find a job and if social media is something that you’re on all the time, you might want to put some, uh, some thought to it. You know, it, I’ll tell you what, there are a lot of people that we were going to probably share some stories here where we’ve had, we’ve had a lot of people, I know Ethan’s got a really great story, um, about someone in why you just, you just got to check these things out and most employers are moving to do that.

Um, and so I want it before we get started, you can see all of our new content on our website. If you go to Trinity, employment.com we have a tab in our career center called podcast, and we’ve got, uh, almost 40 podcasts up right now. Uh, at the end of these that we do today, we’re probably going to have 40. So we’re really excited about that. Please go check them out and then please share them with, with people that you know of that might be trying to find a better job or find the place where they really need to be at. Um, and so before we get, before we get going, uh, why don’t you share some, some other statistics other than the 70% of employers that are checking out social media profiles and let’s get going. Sure. Yeah. So I mean, like Cory said, 70% of employers are checking candidates, social media profiles before extending a job offer.

And that’s a huge number. I mean, who doesn’t have social media? My grandma. That’s who doesn’t have social media. No, my grandma does. Well, we don’t have the same grandma. So your grandma can have one of mine, Stan telling you, many, many grandparents are cranking on social media that they look at it all day long, all day. And again, this is off topic, but I’ve mentioned this to you before, but my favorite thing about grandparents on social media and, and, and if this is you, this is you, then I apologize, but I just find it kind of funny. But, uh, the, I don’t know if you’ve seen couples that have just one joint and Facebook and so their first name is like rice book is their names. Yeah. Like Korean, amber, all one word. Right, right. You know what I mean? Yeah. It just makes me laugh every single time.

You know, cause I can never tell who’s on anyway, but so lots of people have social media, 70% of employers are using social media networks to research, uh, you know, job candidates. Um, and with that stat, that’s the stat from careerbuilder.com they say that 70% have and then another 7% say that they plan to start doing that. I think that’s a really good idea. And that review really matters. So of those companies, the 70% that do social research, 57% of them have found content that caused them not to hire candidates. Yeah. Well why don’t you share the story that you, that you told me earlier? Yeah. I mean it’s, it was staggering in real life, but this is, this is why people do that. I had interviewed someone for a machining position. I, you know, they had a great resume, really good experience. And I’ll say, yeah, sure, I’ll bring this guy in.

You know, machinists are in high demand. So already he didn’t really have to do much to impress me because I, we really need an machinists. Right. And he comes in and there’s just something off about him. I just didn’t have a great feeling about it. Our Front office administrator, Alexis thought the same thing, you know? And I only saw him back to my desk and I was thinking about, and Alexis sent me a screenshot from her phone. She had looked up this guy on Facebook and right there, the last thing he had posted, which had been that same morning, uh, he had posted on Facebook for all to see anybody have a medical marijuana card I can borrow. I have to, I have to fake these companies out that I’m legit basically, or that I’m clean. That’s what he said. I have to fake these companies out that I’m clean.

And the thing is, is he, he never thought that anybody might go. I don’t even think it couldn’t have gone through his head. So I was going to check it. Yeah. If it did, then I don’t even know. We have a great quote for that. It’s the only quote really good quote that I found. I thought it was funny. Um, social media policies, we’ll never be able to cure stupid and that’s very true at Nicole. Underscore, Kelly said that often. Twitter, I love that we got that social media quote off of social media, but it’s so true as social media policies, we’ll never be able to cure a stupid, and what that guy posted was stupid. And the post before that one. But the medical marijuana card, he was literally making fun of staffing companies saying they were so stupid and he’s so sick of it.

Uh, everyone’s calling him and he just wants him to quit talking to him. I’m like, well buddy, I’ll quit talking to you if that’s really what you want. Well, we’ve got some, we’ve got some news that I think can be very good for job seekers, but you know, we have two different objectives here. The first thing that we want to do is we want to caution job seekers on content to be really careful about things that you’re going to be posting on your Tulsa Staffing social media. And then on the other hand, we, there are some things that you can do on social media that statistics show that it led to companies hiring the candidates. So there are some things that you can do to really help you out whenever you know that 70% of employers are going to go check you out. Well what if they read something really good?

You know, so we’re going to be talking about both things, but before we get started, I just want to, I just want to encourage everyone to think about what they’re putting out there and it really depends on where you want to be in life and if you’re going to be followed, if you’re going to be in a job and you want to promote or if you lose that job, you want to be able to find a better job, well then you better. You ought to think about what you’re posting because people are going to, they’re not just going to look at the last five or six things. They’re probably, especially if they’re considering hiring you and extending you an offer, they’re going to be looking back to see, listen, is this the top of person that’s going to fit our culture? That’s really what I’m always looking for.

Cause Culture, cultural fit is the most important thing. But you’re going to want to mind your social media. And you know, lucky for me, I’m not that technologically savvy, so I only have really one or two things that I, that I even deal with on social media. But I think as, as we grow into this many people, especially in our younger generation, we have a lot of, well I say a lot, four or five different social media platforms that you can be on and 50% of our workforce right now are millennials. So I gotta think that there’s a lot of people out there that really need to put some effort into this. Yeah. Lots of people. And you know, one thing that I was thinking when we were starting to talk about this as well, I bet this is, this is more applicable to some people than others.

You know, like I was thinking, you know, with, I know that I just told the story about, you know, looking up a machinist, but I was thinking, you know, I bet you know, the industrial field, you don’t get this as much. Maybe the professional, you know, banking fields, you’re looking for that a little bit more cause they have to be professional in different ways. But now that, I mean that same stat, the same study by careerbuilder.com says that broken down by industry. So those in it and those in manufacturing or are more likely than those in retail and non retail sites. So 74% of IT companies say that yes, they look on people’s social media and a 73% of manufacturing say they do, but all those others combined in retail and on retail only 59%. So everybody, this, this is applicable to everybody no matter what industry you’re, yeah, I’m actually surprised to hear that um, more of manufacturing groups are using it.

That’s kind of surprising to me as well. So, um, let’s, let’s get into content to be careful about. Um, uh, the, the first one is, uh, you know, posting provocative or inappropriate photographs, videos or information. Well, Ethan, at a great example of that, but we listen, you know, you know, yeah. It’s just that you have to remember to be careful at what you’re posting because anybody and everybody can see it and I just don’t want people to post something up that they thought was cute and funny at one point in time. And let’s just say that you, you shared it or even accidentally shared it. Well, if you’re not minding your Tulsa Staffing social media and not being intentional about what’s out there, someone could take it completely wrong. I know someone, someone that was a good friend of mine and um, he posted something up and, and I called him, you know it because he’s a very close friend.

I was like, man, what are you doing there? Do you understand the perception you’re putting out there? And He’s, and he explained why he posted it up and, and I was like, yeah, I mean I, I kind of understand that, but this is what people are thinking about you. You’ve got to think about those things that, you know, some person, some people might completely misunderstand why you put it up there to begin with. But perception is reality in the hiring game. What’s the second one, Ethan? Yeah, the second one it says, you know, you’ve got to be careful of posting pictures or information about you drinking or using drugs and kind of talking about the perception thing. You know, I just, the other day I was speaking on the phone to a potential client or a potential candidate and she was telling me why she was wanting to leave her job and she said, you know, just the atmosphere here is something I just don’t fully agree with.

Like on Fridays it’s casual Fridays, which is great, but like the boss will like bring in like a case of beer. Like if we want to have a beer while we worked during the day and she’s like, I’m just, I’m just not okay with that. And for me, I don’t care about that, you know, quite a few free to do that. If you want to bring in beer for us, you know, do you think that makes your day better? And I think so. But for her that was something that meant like she just didn’t feel okay with that for whatever reason. And so this, this I think ties in as well, just like being mindful of the perception. Is that just because maybe it’s not offensive to you or maybe it doesn’t bother you that you’re drinking or smoking or doing whatever, like other people might be those hiring managers that are looking at your Tulsa Staffing profile, they might find that a little bit more, uh, I don’t want to say offensive, but they might find some of those things more cause for passing on you as a candidate or just being cautious.

Yeah, exactly. Yeah. So it’s good to be mindful of third one we had is the, when the job candidate had discriminatory comments related to race, gender, religion, from an HR standpoint, when do you start seeing that? Um, you gotta be very careful at bring that in your Tulsa Staffing organization that can open you up to a lot of lawsuits and make the company responsible for what the person is saying and in today’s society have got, what’s the terminology for it? Uh, it where we’re just very sensitive to what is being said. Um, snowflakes is that I hear people say that that’s kind of no flats. Yeah, it’s like a mean thing people say online. No, I wouldn’t think of snowflakes. That’s, I’ve never heard of that. That’s way too hip for me now. It’s not a really hip, it’s just childish.

That’s what I was curious about. Yeah. But, um, you know, one thing I’d throw into that, so you know, he said it discriminatory comments related to race, gender, religion. I would throw in politics as well. You know, if you hop on someone’s page and that’s very true. Credibly inflamed, you know, like on purpose, inflammatory or provocative with very outspoken and extreme political views, that’ll be tough for an office. Well in, in I believe our country is splitting further and further and further and people are more and more and more intolerant of one another from what you just see that the scathing remarks that I see other people making to one another, um, because they, they see a political difference. It’s really shocking to me. And Ethan, I’m friends with some really important in, I wouldn’t say powerful, but they’re influential and I cannot believe what the writing.

Sure. It just seems so childish. Yeah. Yeah. Um, and so, so anyway, be very careful with that. That’s some of the most scathing remarks that I’ve ever seen. And um, you know, I don’t know about other hiring managers, um, but they, they might take offense to that for sure. Yeah. Another one that we’ve got here to be careful of is anything that, uh, may portray the fact that you have lied or misled them about your Tulsa Staffing qualifications. Um, I’ve done that before where I’ve seen someone apply for a job on a resume and they’ve got a link on their resume to their linkedin profile. I take a look at it and the jobs that they have posted on their linkedin or not quite what they’ve done on their resume and it just seems, and I don’t necessarily think they’re on purpose lying to me, but I feel slightly misled.

You’ve seemed to have had a shared, a big share of those I had earlier. Either that or irritates you so bad that you know, share with like, that’s okay. I’ve had one where someone brought in a resume that was completely different than the other one. Like different places, different jobs, but all at the same time. You know, that’s the one you’re thinking of. I’ve told that story quite a few times. Right. That was pretty extreme. But yeah, just you don’t want to, you want, you don’t want to portray the idea that you might be slightly misleading them on your qualifications. You’ll get passed over quick. Well, I want to, I want to read through these just real quick so we, so we’ll have enough time to talk about the things that they can do. So yeah. Um, uh, poor communication skills or really bad grammar that of, of, you know, posts that you’ve written.

Um, bad mouth, the company more, just horrible, just really bad language. Yeah. Um, can, you know some companies though? They probably will appreciate that. So you know that one you can use however you however you see fit. Um, you know, this one, this one, I didn’t seem to think it was that big a deal, but you did where their screening was very unprofessional. Um, they, uh, where they shared confidential info information from a previous employer or uh, or information they shouldn’t have. And that scared the employer because that man, they’re a liability for us there. Um, when job candidates lied about absences, I love this one. Yeah. We, I mean, we’ve caught people like this before. I know some of my friends who have caught people that where they will hide about why they, you know, they were sick or whatever, and then all of a sudden they were the game.

Um, and, or the job candidate just posted too frequently and check, check this out if they posted during work hours when they said they were working. Yeah, I was gonna say [inaudible]. Um, so those were some of the things that we had to avoid, be very careful about those things. On the other hand, some employers found content that led them to hire a candidate. A because they saw the candidates background information where it supported their professional qualifications. That was 37%. Um, job candidates were creative, 34%. The candidate site conveyed a professional image that was something that was positive. Um, they were well rounded. They showed a wide range of interests. Um, they got a good feel for the job candidates personality and they could see they’d be a good cultural fit. And the job candidate had had great communication skills. Maybe they had received awards or accolades.

Um, other people posted great references about the job candidate. Um, what, what were some others that you thought of? Yeah. You know, the one that you touched down down on that I thought was most important, mainly because of what you said earlier about a culture fit is having a profile where you really get a good feel for that person’s personality. You know, um, and based on what you post, you can get a feel for that and people may be very impressed or, or very turned off by the idea, you know? Yeah. You know, I think, I think really when you get down to it, if somebody’s going to look at that, that’s really what they’re wanting to see any way they want to see themselves being able to actually get along with someone you want to, yeah. You want to get kind of a, at least an idea of what it’s like to, to know that person.

You know, cause you can look at a paper with all their accomplishments all day, but trying to get a feel for who they are is really, I mean, I think if you were to come into an interview and you just really, really impressed the purse, the interview, the interviewer, just like as a person and maybe your Tulsa Staffing qualifications aren’t quite as great as they could have been. I think you’re more likely to get a job than the inverse, where if you’re Pollock qualifications are great but your personality is pretty lacking or you know, you didn’t wow them just with your character. And so that one I think is really big that that’ll get you a leg up. I think. Well in this wasn’t ever brought up, but I think this is pretty interesting. What if, what if your Tulsa Staffing social media profile does not at all match who you said you were in the interview?

Yeah. That I would feel, I would feel kind of like we talked about earlier, lied and deceived, you know, um, I’ll, I’ll feel misled. Um, but above all I wouldn’t, I feel like I just wouldn’t trust that person then. Cause like who I met this what it seems. Yeah. Especially if you always ask, you know, what, what are your Tulsa Staffing interests? What do you enjoy doing? You know, and they told you something completely different. You know, I just know that I’ve had that happen to me. That was many years ago. But, um, but listen, I hope this helps some people think about their social media presence and the importance that it’s going to have. Like it’s going to get more, it’s going to get more and more until, as a society we begin to, um, throw out social media, which I think is eventually going to happen. I think people are going to get tired of it.

Yeah. I think, I think it’ll grow it. Just interrupt real quick. But also one thing that I want to point out is that monitoring social media, taking a look at it, man, that doesn’t stop after you get, after you get the job. I mean, oh, ask your bosses will continue to look at your Tulsa Staffing stuff and see what it is and they still got, you still got to take care of it. You never know. I’m, I met, uh, we, we met with somebody that we’re considering hiring here today and one day, uh, just last week actually, she, she thought her job was 100% secure, had no clue, walked in and they eliminated their department and gave him like two weeks notice or something like that. And you just never know what could get thrown at you. And so always being proactive. It’s just so, so important. Um, listen, we, we do this podcast only to help people, but if we can help you find a job or find the career path that, uh, maybe you’re underemployed or maybe you’re just, you’re, no, you’re in the wrong culture. We would love to be able to help you to find the right cultural fit. And in the right place for you. Give us a call@nineoneeightsixtwotwotwofiveeighteightoryoucanreadaboutourstaffingcompanyandseewhatwedointhecityoftulsaattrinityemployment.com.