Microsoft

Google, HR, and Getting Hired

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Earlier this week I tweeted this statistic from an article on ERE.net …

“According to a study conducted by Microsoft earlier this year, 70% of surveyed HR professionals in U.S. (41% in the UK) have rejected a candidate based on online reputation information”

It elicited an interesting exchange with one of my tweeps. Here’s what he said …

–Cindy, seriously are HR folks incapable getting relevant info on their own?

–The reality is it's the wrong use of Social Media – if that's your only use.

–My point was there many pro-active uses for social media rather than HR Sherlock Holms (sic) work.

Here’s the reality … at least according to Cindy’s web worldview. 

Social media allows, maybe even subtly deceives, people to let down their guard. Have you seen some of the pictures people upload, the foul language that fill their tweets and Facebook posts, even the use of poor grammar and misspelled words? The fact is, these things speak volumes about prospective candidates that will never come through in the spit and polished interview process. 

Google, Web 2.0, and reputation management are here to stay. Whether you are a Chief Financial Officer, finance executive, accountant, or new finance grad, what Google says about you matters to prospective companies. And if Google is mute about you, that sends its own very loud message. 

Online Reputation Management

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One hundred percent (100%) of Chief Financial Officers 

and Senior Finance Executives have an online reputation to manage 

Not everyone loves statistics, but I do. There is something about having a factual basis for acting that resonates with my brain and propels me forward. So of course, as my Online ID re-certification course began, the stats had me saying WOW! My clients definitely need to know – from a facts and figures perspective – how critically important it is to manage your online reputation. Because whether or not you are proactively managing it, you do have one … even if that reputation is MIA.

Here are some of the stats that jumped out at me …

— … an executive can increase the amount of his or her compensation by increasing one statistic; the number of CEOs and decision-makers in a sector that are aware of the executive’s accomplishments. Howard Nestler, CEO of Executive Options

— 79% of US hiring managers and recruiters reviewed online information about job applicants. 70% rejected candidates based on what they found, with poor communication skills, lying, and sharing confidential company information among the reasons cited for rejection.

— Conversely, 18% of companies found social networking profiles as a positive influence because they offered a good feel for culture fit and added credibility to the candidates’ resumes / interview. I believe this number is only going to continue to grow.

— 76% of executives expect to be Googled yet 22% have never Googled their own name to see what companies and recruiters will find. 

— While there are no measurements on the influence of a CFO’s reputation, 87% of respondents to a Hill & Knowlton survey believe the CEO’s reputation is key to the company. I would venture to say the CFO’s reputation is equal or greater to that of the CEO, particularly during tough times.

— According to a Career Builder study last year, the top industries most likely to screen job candidates using social networking sites and search engines include those who handle sensitive information. 

Bottom Line: If you want to be among the hunted, you have to be able to be found.

(Sources: Reach Online ID Certification 2010, Microsoft 2009, Career Builder 2009, Execunet 2007)