In the past I have addressed the issues of “digital dirt” and how cautious candidates must be in ensuring that their “cyber-reputations” are scrubbed clean. Hiring in the Internet age also means applicants can discover more about an organization and its employment history than hiring managers would like.
A recent article in the Chronicles of Higher Education pointed out that some education institutions have lost some control of the search process now that once-private information is available publicly to potential employees. An aggressive online search can uncover negatives that may keep qualified candidates from accepting interviews. This is also relevant to businesses and non-profits. Candidates seeking employment can now research organizations to an unprecedented depth finding a plethora of information that can raise concerns when submitting a resume or scheduling an interview.
The penchant for people to post comments on the web can reveal staff conflicts, company disarray, questionable dismissals, bad management judgment and a host of other issues. However, that fact that the information is posted on the Internet does not even mean that what is written is accurate or even truthful. However, it does mean that adverse information should be investigated, even carefully questioned in the interview if the nature of the information is both relevant and substantive. How the information is used is up to the interviewee. In addition, postings by disgruntled employees who were released for cause may be totally false.
It has become common for firms to use search engines to uncover information about applicants that hiring managers should not be surprised that their own names are being Googled by applicants. What can be discovered about a department or a company is often embarrassing to the company and a real turnoff to job seekers.
Another “red flag” could be the discovery that the same position has been posted many times within a very short period. That time of information bears investigation. Chat rooms on professional online networks could provide more detailed information.
Many Web sites contain outdated information that may be misleading to candidates. Employers in these tough economic times need to be even more devoted to maintaining an updated Web presence in order to attract experienced applicants. Even though the market is flooded with job seekers, the most desirable candidates are using the Internet to discern where they want to apply, and firms should strengthen their sites to attract the top candidates.
Some sites today end up raising more questions than answers. The problem for the aggressive applicant becomes knowing how to handle online discoveries. Do you raise the issue, point-blank, taking a chance that it may be offended and not hire you? And if so, when is the right time to do that? Should you mention it on the phone to save everyone the trouble, or wait for the in-person interview to spring your question on the hiring manager or HR?