How bad you want your next submission to be a closure? Do you want to submit a profile which would be preferred for the next interview slot? Do you know the secret of successful recruiters who make more number of closures? Do you know what 70% of U.S. Hiring Managers and HR Professionals do, after receiving a profile? Read this article completely.

“Most workers have some sort of online presence today and more than half of employers won’t hire those without one,” Rosemary Haefner, Chief Human Resources officer at CareerBuilder, was quoted in a release. It is understood that all the job seekers should have a positive online presence. Is it better, the consultants have a professional online presence and remove thoughts & data from their social media page, that could negatively affect their profile.

Hiring managers start with LinkedIn, then they visit Facebook and Twitter pages of the candidate. This enables them to know the actual personality of the consultant.

A survey of 2300 U.S. Hiring Managers and HR professionals released in June, 2017 by Career Builder, a global recruitment company found that 70% of them use social media to screen candidates before considering them for job.

Also, in the survey 54% expressed that the content on Social Media convinced them not to hire a particular candidate. Most of the brands advises their employers to investigate candidates via Social Media.

What made them reject a candidate? 39% - Provocative photos, videos and information; 38% - Drinking and Drugs; 32% - Discriminatory comments on race, gender or religion; 30% - Bad mouthing other employers or employees; 27% - Lying about qualifications; 27% - Reflected poor communication skills; 27% - Linked to criminal behavior; 23% - Shared confidential information about previous employers; 22% - Had an unprofessional screen name; 17% - Lied about an absence and 17% - Posted too frequently. On the other side of the coin, 40% of the employers agreed that they recruited candidates who had a very professional and positive social media presence.

How do we find a SOCIAL MEDIA PROOF Consultant? Why shouldn’t we just have a look at the consultant’s Social Media presence and do a basic screening? Check for any provocative photos, videos, information, discriminative comments on race, religion or gender, criminal behavior, communication ethics, communication and the frequency of the posts. This could help you find a potential candidate which your client will consider for a face-to-face interview. Of course, end of the day, consultant’s technical expertise is the main factor which decides the success in the interview. However, a positive Social Media Presence would help the consultant get an early interview slot.

Let us be ethical and professional in viewing the data relating to job applicants to an extent that it is necessary and relevant to their performance.

Are you ready to start your hunt for Social Media Proof Consultants? Then you next closure is just a step away.

By KRG Technologies Inc.