You’ve been GooGled

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IntroductIon

It’s a company name, but it’s also a verb. To ‘Google’ is to search, to enquire, and to find out.

We all ‘Google’—famous people, companies, recipes, how-to videos—but we also Google people we know and meet. Mostly, we do this to assess the character and expertise of an individual, or to simply understand them a little better and gain insight into their personality and interests.

It’s for these reasons and more that recruiters and hiring managers are also likely to Google you.

What will they find when they do so? Do you know? Do you care?

This is your guide to understanding how recruiters and employers assess your online information, and to ensure you interview well out there in Google territory.

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56% of employers said that they were ‘likely to check the social media presence of potential employees’*

*Source

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See YourSelf from theIr perSpectIve

consider using pseudonyms or even separate accounts for work and personal use: find a useful information here.

Keep track of what you post online: you may need to delete old posts or profiles, so keep a good track of what you do so you know how and where to log in to delete it in future: find more information here.

If you interviewed for a job vacancy recently, it’s likely that the first thing the recruiter or employer did after you left the in-terview (or indeed before you even arrived) was Google your name. What they found when they did so will likely have in-fluenced and informed their decision on whether to hire you, and—more likely—whether to interview you in the first place.

The documents you submit to your potential employer (cover letter, résumé, references) are no longer the only things they look at. In fact, more than half of employers are going to look at your social network accounts too.

That’s why it’s important to:

be visible: clear, professional profile pictures will help people immediately recognise you, as will job titles, your current location, educational background and anything else that is strongly associated with you.

regularly check your privacy settings on your social me-dia profiles such as Facebook. LinkedIn is a professional network, so behave there as you would at work.

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35% of recruiters admitted they eliminated a candidate because of what they found online*

Only 33% of candidates have bothered to search for information on themselves to see what their prospective employer will see*

*Research by ExecuNet

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Self-publIShInG worKS

What does an employer see when they first search for you? Having a LinkedIn profile that’s clear, accessible and professional is the first step in the right direction. But there’s much more you can do if you have the time and want to make the best possible (online) impression.

By publishing positive information about yourself in appropriate places around the web, it will make sure the information you want to show up first, does. It will also help push down in the search results any content that you may not be able to control, including negative information that is connected to someone else with your name. Make sure as much detail as possible is added to your professional profile page or website (if you have one). Remember to always keep things up-to-date, just as you would your resume.

Consider ways to build a positive online presence such as:

Create a LinkedIn profile and use the groups tool to build connections and presence among others in your target industry or geography.

Create a digital portfolio, blog or webpage that demonstrates your achievements and skill.

Get familiar with knowledge sharing social sites such as SlideShare and contribute to industry blogs/discussions.

Join webcasts from employers you’re interested in working for, follow their social media feeds and engage in discussion whenever appropriate.

Ask others to refer you.

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You may be more transparent than you think

37% of people say they alter their persona online, yet a recent study* shows that your online behaviour is in fact a very good predictor of your ‘Big Five’ personality traits (openness, conscientiousness, extraversion, agreeableness, and neuroticism).

*Source: the University of Texas’ Psychology Department

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what are emploYerS looKInG for onlIne?

We know that around half of recruiters and hiring managers research candidates online. But what exactly are they looking for?

Among other things, recruiters look for:

Evidence of work history and special projects undertaken (often to validate what is on your resume);

Activity in your local community, as a volunteer or with other non-work activities that show your character and interests;

Examples of creative projects or other skills you have;

Evidence that you are who you present yourself to be.

do:Ensure your online material is well-written and free from obvious errors.

Show your positive attributes—how you contribute to the world around you and that you are passionate about what you do (don’t make it all about work!).

don’t:Post excessively negative or disparaging comments about other people or previous employers.

Constructive criticism is fine, but always frame critique in a positive way and be ready to back up what you say if you’re asked about it.

Exaggerate your skills, experience or attributes (always provide evidence of your claims if you can).

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One-third of respondents say they have talked negatively about their workplace on social networking sites*

70% of survey participants said that they did not know whether their employer had an HR or disciplinary policy regarding social media**

*The 2010 My Job Group survey (‘Social media in the workplace’)

**Source

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SocIal medIa and the law

Disputes between individuals and their employers over appropriate use of social media are becoming more common. Employees who are seen to ‘misuse’ social media have faced disciplinary action and even lost their jobs. However, there are risks for employers in this territory too.

Given that even locked-down social media profiles can offer insights about a candidate’s race, religion, age, gender and familial situation, employers need to be wary of the perception that any of these factors have adversely affected the hiring decision. If there is any perception that they have, employers can fall foul of discrimination and equal opportunity legislation in many parts of the Eurozone.

GermanY: the recent discussions of a draft bill, which proposes that recruiters are prevented from viewing candidates’ social media profiles could potentially set a legal precedent and pave the way for similar legislation elsewhere.

france: a British woman who worked in France for a British law firm was dismissed after her employer discovered her blog, which discussed her views and opinions on colleagues

and company culture/practices. She took her employers to a tribunal in France and received compensation for wrongful dismissal.

ruSSIa: There have been a number of high profile cases of employees being dismissed because of comments made on social media. In mid-2012, an airline stewardess was dismissed after a highly controversial tweet about a plane crash in Indonesia that called into question her own employer’s reputation.

uK: A British blogger was the first employee to be dismissed for work-related comments made online while working for bookseller Waterstone’s. His reportedly ‘comedic’ blog included negative comments about this workplace and his manager and resulted in his dismissal from the company. He successfully challenged the decision on appeal.

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More than half of UK jobseekers now use social media to assist them in their job searches*

*Survey by Simply Hired

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SocIal recruItment paYS off

For many valid reasons, employers are becoming increasingly present in all kinds of social media. They’re not spying, they are engaging in our professional interests. You followed them, now they’re following you back. In many ways, we have invited the professional realm into these spaces and now we need to iron-out the rules of engagement together.

Besides, the evidence is in to say that social media pays off for both sides of the recruitment equation: it allows employers to make longer-term connections with candidates and it can reduce time-to-hire and improve hire quality for both candidate and employer.

whY SocIal medIa worKS for recruItment:

1. Hard Rock Café: targeted Facebook fans of specific rock bands to find staff for a new restaurant it was opening in Florence. The campaign generated 4000 job applications in four weeks.

2. Mitchells & Butlers (UK hospitality brand): maintains brand- specific Facebook pages to drive interest in brands, such as Harvester and Toby Carvery. “Social media and sharing is an increasingly important part of our marketing strategy,” says recruitment policy manager, James Marriott. “Each jobs page has been equipped with social sharing buttons for LinkedIn, Facebook and Twitter, to allow us to be part of the wider employment conversation and to stimulate conversations about working for the company, our brands and the industry.”

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Facebook has 200 million members in Europe, LinkedIn has 23 million**Source

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concluSIon

The public and private realms are converging as never before. Social media brings the two together and we are all learning to engage in these spaces in new ways.

Ultimately, the benefits of engaging in social media with companies you wish to work for are clear. Not only can you build longer-term relationships and understand more about what companies are really like before you work for them, you have the ability to demonstrate your skills and expertise to hirers in a way that simply wasn’t possible before.

We ‘Google’ because we want to know something, to find out, to understand. And companies want to know you.

So, if you want to find a better employment match, start engaging with companies in social spaces and understanding how they want to engage with you. You never know where it might lead and what new roles are out there that are just right for your profile.

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crowdSourcInG throuGh KellY expertS:

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Kelly promiseYou’re unique and you’re different, it’s what makes you, you! At Kelly we understand that not everybody wants the same thing out of their work. Whether you’re just starting your career or have many years of experience behind you, we are committed to helping you find a role that’s just right for you. Every person’s path has its own twists and turns and in this new world of work, it can be tricky to navigate through. You can find useful DIY career information at www.kellyservices.com and when you decide to contact us directly, we’ll work together with your passion and expertise to guide you to your next challenge. Whether this may be in the flexible and temporary workforce or as a permanent employee, Kelly is here to help every step of the way.

Kelly facts Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire and direct-hire basis. Serving clients around the globe, Kelly provides employment to more than 550,000 employees annually. Revenue in 2011 was $5.6 billion. Visit our website and connect with us on Facebook, LinkedIn & Twitter.

Stefan renzewitz

Stefan is the Operations Lead for Talent Sourcing in the DACH region. He has strong experience in Career Event, Employer Branding and Talent Relationship solutions including campaign planning and execution with a focus on graduates and young professionals (Business, Engineers and IT).

Sally hunter

As RPO Practice Lead EMEA for the Kelly Outsourcing & Consulting Group, Sally is responsible for the RPO proposition from client relationships via the account manage-ment team to consulting on HR transformation. Sally has extensive experience in the human capital sec-tor, including leadership positions within strategic account management for staffing providers to operational delivery.

bence bak

Bence Bak is EMEA Sourcing Manager. Bence has 4 years experience in both researching and sourcing for different levels of candidates in the IT industry. Currently responsible for training and maintaining the knowledge base for different stakeholders, creating new standards and processes around proactive search and implementing a new international IT system.

lauren clovis

Lauren is EMEA Marketing Manager, focussing on employer branding, candidate communications and events organisation. With a strong background in finance recruitment and a history of working on client premises to deliver contingent workforce solutions, Lauren’s experience focuses on both B2B and B2C audiences.

astrid akse

Astrid is HR Manager EMEA at Kelly Services. Having worked for several years within recruitment leadership roles, Astrid is now responsible for HR across the EMEA region. Astrid has an international outlook and her current role focuses on internal recruitment amongst other responsibilities.

Stefano Giorgetti

Stefano is the Managing Director and Vice President of Kelly Services in Italy. He has a strong history of working within the recruitment industry and is currently an innovation champion for Kelly focusing on improving the candidate and customer experience.