Why do employers reject candidates after internal or third-party social media online investigations? There are actually some pretty solid reasons for this – reasons that just about anyone would consider valid. Findings of concern have included postings or blog entries where the candidate . . .
- Bad-mouthed previous employers, vendors, clients or co-workers. (So how long until this bad-attitude starts showing up at your firm?)
- Posted provocative or inappropriate information or photos.
- Directly posted content about excessive usage of drugs or alcohol. And perhaps remarking “I can’t believe I got through work today, I was so blasted!”
- Blogged or posted confidential information regarding previous employment situations.
- Communicated violent or discriminatory remarks about personal situations.
- Was found to be overly busy on social-media sites during working hours, perhaps while “working from my home office today.”
- Revealed obvious shortfalls between skills on the resume or application, versus online findings. For example, what if our online investigation shows photos from a beach in Spain at a time when the resume says “pursuing advanced degree in…”
- Was found to exhibit poor communication skills. For example, kinda like bad grammur, spelling, or carelessnesses. This may suggest someone else helped write their resume.
Keep in mind the requirements of the specific job when evaluating all of this. For example, a forklift operator may not need the same writing skills as someone in marketing.