Job Candidates' Online Presence - How Much Should a Recruiter Dig?

As more recruiters and employers make a habit of researching job candidates online, it raises the question of what online information is worth reviewing.

A Microsoft survey of U.S. hiring managers and job recruiters in December 2009 found that 79 percent of them had reviewed online information about job applicants, and 70 percent of U.S. hiring managers surveyed indicated that they had rejected candidates based on online information.

For candidates, this means that they could miss out on a job they're well-qualified for and have no idea why, as most employers don't state upfront whether they research candidates online.

For recruitment agents, this means that job finalists presented to a client might be researched online by the hiring manager. Arguably, it's better to know in advance what "digital dirt" an employer might find in order to anticipate questions and avoid presenting a candidate who might be rejected based on his or her online presence.

Many recruiters feel an obligation to vet candidates as thoroughly as possible, including through Internet sources, before presenting them to a client. One U.S.-based executive search firm owner said she thinks it's just another part of the vetting process that recruiters and researchers should perform as part of their due diligence.

Internet research on a candidate could include looking up the person on Google, LinkedIn and Facebook, and comparing dates and details to look for discrepancies. For example, a date listed in a press release that differs from a date on LinkedIn could raise questions that the candidate will need to explain.

However, looking at a candidate on a site like Facebook can be a waste of time because the information can be largely irrelevant, some say. One U.K.-based search consultant who mostly works on contingency said she doesn't find it a good use of time to research candidates extensively on social networks, but might do that for a retainer client.

Likewise, the practice of researching candidates' personal information raises questions about fairness and privacy. Some say information is fair game if a candidate has put it online, but others argue that it becomes too easy for an employer to reject a job seeker based on information that isn't pertinent to their application.

While online information can be helpful, recruiters say the focus is still on reference checks as the best source of information on a candidate's suitability. Meanwhile, job seekers should be aware of what information about them is online and keep in mind that employers and head hunters might look at it.

Here are a few tips for managing your online reputation:

? Search for yourself on Google to see what information comes up.

? Adjust the privacy settings on any social networking profiles if you don't want employers to see the information on there.

? Be careful about putting any information about yourself online. Once online, it can spread or be used in ways you didn't expect.

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