Gen Z most at risk due to online posts, Indeed research reveals
mother test
Michael Berger of recruiting firm Talent Blueprint explains the process. As a candidate progresses through the hiring process, from application, to first phone interview, to in-person interview, recruiters will check what the candidate posts, likes, and comments on.
Loading
“This will normally result in one of three ways: either improve the candidate’s application, derail it completely, or have no impact,” he says.
He gives this example: His firm recently had a candidate who was about to be shortlisted for a mid-level position at an engineering firm, but they found a video on the candidate’s Instagram of him launching an e-scooter into the river to rapturous applause from his network.
“Let’s say we didn’t pursue their applications any further.”
Career expert Sally McKibbin indeed.
While this is an extreme example, any social media activity that indicates a candidate does not align with the hiring company’s values and ethics will potentially harm their chances of being hired.
Berger recommends Gen Z or others keep all social media accounts private and then apply the ‘mom test’ to posts.
“Simply put, would you be happy to show relevant content to your mother? As boring as it sounds, companies are becoming more risk averse and more socially conscious about how their current employees or potential new employees represent their businesses.”
reg flags
Sally McKibbin, Indeed’s career expert, said recruiters often don’t try to nab candidates. “What they look for are red flags that raise concerns about professionalism, judgment or values,” he says.
Red flags may include offensive or discriminatory comments, evidence of fraud, or hostile online behavior such as cyberbullying.
“A candidate may look really great on paper and in interviews, but when you check their social media profile, you see patterns of unprofessional and offensive behavior, such as using vulgar language in posts or openly criticizing others online.
“Such behavior raises questions about their character and contradicts the impression they made in the interview. Therefore, the recruiter has good reason to re-evaluate the candidate’s suitability for the role.”
Practical steps to take
McKibbin said social media profiles can often work as an extension of your CV. If you do not want to turn your profile to private, it will be useful to be conscious about how you present yourself.
Loading
Taking a few simple steps will allow you to use your online presence as a tool to stand out.
- Check your profiles. Review your social media and remove or hide posts that could be misinterpreted. Google yourself to see what a recruiter can find.
- Decide what will be made public. You can choose to make your personal profiles private but keep professional platforms like LinkedIn sleek and up-to-date.
- Show your best self. Use LinkedIn or even platforms like X and Instagram to highlight professional accomplishments, industry interests, or personal passions that reflect positively on your values and character.
- Control what content appears. Adjust your privacy settings and control what people can see.
