Do not Get “Blocked” From a New Job Due to Social Media

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Specific Employment Professionals


Hiring Determination-Makers and Social Media

Majority of Employers Now Display screen Social Media to Achieve A 3D Perspective of Job Candidates

Newest Outcomes from The Harris Ballot

TORONTO, Oct. 14, 2020 (GLOBE NEWSWIRE) — Almost 7 in 10 Canadian hiring decision-makers agree that taking a look at a candidate’s social media profiles is an efficient approach to display screen candidates, in response to a brand new survey from The Harris Ballot commissioned by Specific Employment Professionals.

Moreover, 68% consider employers ought to display screen all applicant’s social media profiles, whereas the bulk (65%) say they use social networking websites to analysis potential job candidates—with 2 in 5 saying they accomplish that for each or most candidates.

Seventy-seven per cent of Canadian hiring decision-makers consider workers ought to preserve a “work-appropriate” social media presence.

For individuals who use social networking to analysis candidates, greater than half (52%) have discovered content material on a social networking website that precipitated them to not rent a candidate.

Social Media and Recruiting

Dan Purdy, Specific franchise proprietor in Abbotsford, British Columbia, thinks that the resume and interview course of, mixed with social media is an effective way to “acquire a 3D perspective of the candidate.”

“Previous to social media, employers struggled to totally perceive the character, persona traits and behavior units of these they wished to rent,” Purdy mentioned. “There was higher formality at work, larger expectations and stark strains between the non-public and the skilled. Now a long time later, candidates freely present their true colors, show their passions and reveal their private identification.”

Brent Pollington, Specific franchise proprietor in Vancouver, British Columbia agrees. 

“A complete search is commonly undertaken to determine totally different platforms the place a possible candidate might have posted,” Pollington mentioned. “I believe it’s an efficient approach to acquire extra details about who the candidate really is.”

Purdy and Pollington agree that they’ve elected to not pursue an interview or rent a candidate due to that particular person’s social media presence. 

“One thing so simple as typos in social media posts might price you an interview,” mentioned Bruce Hein, Specific franchise proprietor in Sarnia, Ontario. 

Job Seekers Missing Social Media Accounts

Within the Harris Ballot, almost 1 / 4 (24%) of hiring decision-makers say they aren’t prone to contemplate a candidate that doesn’t have a web-based presence.

Specific franchise homeowners, nevertheless, agree that they might nonetheless rent a candidate and not using a social media profile or presence.

That being mentioned, Pollington notes that “it’s turning into much less probably for senior-level professionals to not have a LinkedIn profile. I might argue that not having a LinkedIn profile as a job seeker is probably going hindering the probabilities of securing employment.” 

Cleansing Up Social Media

With the nation persevering with to reopen from the COVD-19 shutdown, Specific specialists say now’s the perfect time for job seekers to scrub up their social media accounts to keep away from shedding out on employment alternatives.

Purdy notes that employers contemplate a job seeker’s complete on-line presence “truthful recreation,” and he advises the next with the intention to clear up one’s social media:

1) Take away any feedback or posts during which a job seeker is complaining, ranting, swearing, bullying or in any other case speaking in a harsh method in direction of others. The fact is that almost all workplaces are difficult, demanding, dynamic and difficult. The message these sorts of posts ship to outdoors observers, nevertheless, is that you simply simply lose your cool and may’t diplomatically resolve battle amongst various opinions.
2) Delete these racy and saucy footage from Cancun. If you happen to wouldn’t need grandma to see it, then take it down. Your coworkers, superiors, distributors, suppliers and prospects can’t “unsee” you in that outfit, at that occasion or behaving in that method. Your popularity and credibility are all that you simply actually have within the office.

Pollington advises in opposition to posting something on social media that may negatively have an effect on an worker’s skilled life.

“New job seekers may need to undergo previous photos or posts to make sure they align with the picture they’re at the moment seeking to painting,” Pollington mentioned. “Photographs with medicine and alcohol might give the fallacious preliminary notion to a potential employer.”

Hein means that job seekers and people already employed “keep in mind that even outdoors of labor, you signify your organization. Inappropriate posts have precipitated workers to be disciplined by their employer and even terminated.”

“Whereas social media is supposed to be a enjoyable place to attach with our household, buddies and group, a smart rule is to not submit content material you wouldn’t need your boss or coworkers to see,” Hein mentioned.

“Social media is usually a useful gizmo for connecting with others, but it surely’s essential to keep in mind that potential employers are taking a look at your accounts, too,” Specific CEO Invoice Stoller mentioned. “Take the time now to scrub up your on-line presence to keep away from the heartache later of shedding out on the job.”

In all job purposes Specific Employment Professionals abides by federal and provincial human rights legal guidelines.

Survey Methodology
The survey was carried out on-line inside Canada by The Harris Ballot on behalf of Specific Employment Professionals between April 21 and Might 6, 2020 amongst 501 Canadian hiring decision-makers (outlined as adults ages 18+ in Canada who’re employed full-time or self-employed or have been laid off, furloughed, or given a zero hour schedule prior to now 60 days however labored full-time or have been self-employed full-time prior, work at corporations with greater than 1 worker, and have full/vital involvement in hiring selections at their firm). Information have been weighted the place crucial by firm measurement to convey them into line with their precise proportions within the inhabitants.

If you want to rearrange for an interview to debate this matter, please contact Adria Minsky at (416) 620-7111 or e mail

About Invoice Stoller
William H. “Invoice” Stoller is chairman and chief government officer of Specific Employment Professionals. Headquartered in Oklahoma Metropolis, OK, the worldwide staffing firm has greater than 825 franchises within the U.S., Canada and South Africa, and starting in 2020 will broaden to Australia and New Zealand. Since its inception, Specific has put greater than 8 million individuals to work worldwide.

About Specific Employment Professionals
At Specific Employment Professionals, we’re within the enterprise of individuals. From job seekers to shopper corporations, Specific helps individuals thrive and companies develop. Headquartered in Oklahoma Metropolis, OK, our worldwide community of franchises provides localized staffing options to the communities they serve, using 552,000 individuals throughout North America in 2019. For extra data, go to

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