Employers, Admissions Officers Often Influenced by Social Personas

Social media content is often lighthearted, engaging, and fun—and as the relatively new (and often-coveted) moniker of “Social Influencer” suggests, the thoughts, images, and information shared on social channels can significantly impact others. Unfortunately, in the case of college admissions officers and prospective (or even current) employers, that effect isn’t always positive.

Many employers have disqualified candidates based on social media findings

A recent CareerBuilder survey of more than 1,000 U.S. hiring managers and HR professionals revealed that 70% of employers check social media during the hiring process. Of those who mine these channels for information, a solid majority—57%—said that they have decided not to hire a candidate based on their findings. The most common reasons given for disqualifying applicants were:

1. Posting provocative or inappropriate photographs, videos, or information (40%)
2. Posts that show drinking or drug use (36%)
3. Discriminatory comments related to race, gender, religion, etc. (31%)
4. An indication of criminal behavior (30%)
5. Lying about qualifications (27%)
6. Poor communication skills (27%)
7. Speaking negatively about a prior company or fellow employee (25%)
8. Unprofessional screen name (22%)
9. Sharing confidential information from previous employers (20%)
10. Lying about an absence (16%)
11. Posting too frequently (12%)

But even those who opt not to participate in social media aren’t off the radar: 66% of employers said they use search engines to find out more about applicants. And going dark won’t necessarily save you from judgement either: 47% of employers say that they are less likely to call a candidate for an interview if they can’t find them online. The reasons? Just under 30% said it’s because they want to be able to collect additional information before meeting with a candidate, and 20% said they expect applicants to have some sort of online presence.

Current employees take note: your employer could be checking your social posts

According to the CareerBuilder survey, those who have already secured a position with an employer could still face scrutiny—and fallout—from their social shares:

• 48% of employers surveyed said they monitor the social media profiles of current employees—and 10% do it on a daily basis.
• 34% of employers have reprimanded or fired employees based on content found online. 

Vast majority of colleges and high school students agree: social profiles are ‘fair game’

Recent Kaplan Test Prep surveys show that U.S. college admissions officers and high school students are on the same page when it comes to social media: 68% of colleges and 70% of students said that social posts are “fair game” when evaluating applicants for admission.

Even so, this year revealed a dip in the number of admissions officers using social media to qualify prospective students: Just 29% said they follow this practice (down from 35% in 2017 and the 40% peak in 2015).

Still, as Kaplan cautions, “lest applicants think that what they post online can’t be held against them once they are already accepted, they should think again.” The 2018 admissions officer survey found that nearly 10% of colleges have rescinded offers to incoming students because of something discovered on social media. In 2017, 10 incoming Harvard University freshman lost their offers because of content shared in a private Facebook group — an incident that should serve as a cautionary tale to all students.

But there are silver linings on social media

As noted above, social media can have a decidedly positive influence on those we connect with. It’s in these moments that we can see the benefits of taking a forward-looking approach to the content we share and the impact it can have within and outside of the confines of our posts and the circle of friends we regularly interact with.

Those who keep a professional persona in mind when posting can reap the rewards with prospective employers. The CareerBuilder survey revealed that social research doesn’t always create problems for candidates; it can also move the dial in a positive direction. Some employers said they were prompted to hire job applicants based on the following discoveries:

1. Background information that supported job qualifications (37%)
2. Displays of creativity (34%)
3. Professional image (33%)
4. Wide range of interests, reflecting a well-rounded person (31%)
5. An impression that the candidate’s personality would be a good fit for company culture (31%)
6. Great communications skills (28%)
7. Awards and accolades (26%)
8. Great references (23%)
9. Interaction with the hiring organization’s social media accounts (22%)
10. Compelling content (e.g., videos) posted by candidate (21%)
11. Large number of followers/subscribers (18%)

Bottom line: keep your eye on the prize

The simple reality with social sharing is that putting certain pieces of content out there for the world to see can come back to haunt you — and not simply from a cybersecurity perspective. It’s something we should all be mindful of—and a message that parents, teachers, and caregivers should be passing on to younger social users, particularly those mistakenly lulled into believing that “disappearing” content on platforms like Snapchat can’t be captured and publicized.

Before you click to share, remind yourself: Any post on any social app can live for eternity and be shared with anyone—regardless of privacy settings and regardless of whether the post was deleted. Screen captures and copy/paste functions can give items a life beyond the limits you think you’ve set. If you wouldn’t broadcast it in a crowded theater full of friends and foes alike, it’s probably best kept off of social media.

Interested to know how end users’ cybersecurity habits could be impacting your organization’s security posture? Watch the SecureWorld web conference on-demand: 2018 User Risk Report. CPE credits are available.