Looking for work? Clear out online clutter

More Americans than ever are daily users of online social networking sites, and more employers are are plugging in, too. A new survey by CareerBuilder.com shows that 22 percent of employers search networking sites such as Facebook and MySpace to screen job candidates. Another 9 percent plan to start soon. In 2006, only 11 percent of hiring managers screened using such Web searches.

In the new survey, of the hiring managers who peruse social networks, 34 percent reported finding information there that caused them to pass on a job candidate. More than 3,100 employers took part in the survey.

Areas of concern included:
- candidate posted information about them drinking or using drugs 41%
- candidate posted provocative or inappropriate photographs or information 40%
- candidate had poor communication skills 29%
- candidate bad-mouthed their previous company or co-worker 28%
- candidate lied about qualifications 27%
- candidate used discriminatory remarks related to race, gender, religion, etc. 22%
- candidate’s screen name was unprofessional 22%
- candidate was linked to criminal behavior 21%
- candidate shared confidential information from previous employers 19%

But this doesn't mean we should all shut down our social sites. In addition to FB, I know many professionals who swear by LinkedIn, and I have found Twitter to be not just fun but a terrific way to connect with professionals of all stripes in Wichita - online and at weekly TweetUps, where friendships and business contacts are forged.

Indeed, the survey showed that social networking profiles gave some job seekers an edge. Of hiring managers who researched job candidates via social networking sites, 24 percent said they found content that helped to solidify their decision to hire the candidate.

Top factors that influenced their hiring decision included:
- candidate’s background supported their qualifications for the job 48%
- candidate had great communication skills 43%
- candidate was a good fit for the company’s culture 40%
- candidate’s site conveyed a professional image 36%
- candidate had great references posted about them by others 31%
- candidate showed a wide range of interests 30%
- candidate received awards and accolades 29%
- candidate’s profile was creative 24%

My former newspaper colleagues refer to online as a publishing platform. It has unique attributes, but that's what it is: A way to publish, to reach mass audiences. In their view, it can be edgier than the mainstream paper, but it's not boundless. Newspaper editors know what it's like to have to handle phone calls from readers who are angry or upset by what seemed innocuous the night before.

Job candidates might learn something from The Gatekeepers, as editors used to be known. Because the price they'll pay for indescretion might be worse than difficult phone calls - it could be no calls at all.