Some years ago, employers used to hire candidates solely based on their resumes and cover letters. Nowadays, most employers check potential candidates’ social media presence as well. It may happen at the application stage, before inviting a candidate to interview.

According to a 2018 CareerBuilder survey, 70% of employers use social media to screen candidates during the hiring process, and about 43% of employers use social media to check on current employees. Therefore, 54% of employers surveyed said they chose not to hire a candidate based on content found on their social media profile(s).

Hiring managers believe a personal social media presence is generally a reflection of that professional’s life outside of their work. Indeed, what people like, share, or comment on social media says a lot about them.

Some content that are considered red flags or could cause employers not to hire a candidate include: inappropriate photos, videos or information, Illegal drugs exposure, discriminative, abusive or violent content. It can cost not only your future opportunities, but also your current job, so stay vigilant on what your post and be aware of your company's policies and procedures regarding staff behavior on social media.

As social media can play a critical role in evaluating people’s attitude and mindset, here are some practical steps to take as a candidate: Google yourself to know what recruiters can easily find about you; review your profiles as if you were an employer and consider making certain social profiles privates in case of being found any polemic content. On the other hand, if you have an online portfolio highlighting your skills, experience and achieved results, it can, definitely, be a differential, and, finally, use social media to your benefit: posting some meaningful content and showcasing your creativity, it is definitely a skill they would like to see!