Not that many years ago, first impressions of job seekers were made during a screening phone call or face-to-face meeting. Now, however, most initial assessments are conducted with a few clicks of a mouse.
"We always Google candidates before they are presented for consideration to a prospective employer," says Cindy Chandler, principal of Chandler Group Executive Search in Minneapolis. "In about 95 percent of our searches, we'll do online checks in places like Zoominfo, Spoke, LinkedIn or Facebook."
Chandler's firm is by no means alone. According to a survey by Execunet, 83 percent of recruiters said they conduct online background checks on job seekers, with 43 percent of those polled adding that they have eliminated candidates based on "digital dirt" uncovered during the process.
While the younger workers may be more active users of online networking tools, all job seekers should be diligent about managing their online profile. Here are a few quick tips:
Put on a professional public face. Many people simply make poor choices on what to place on cover pages open to general Web views. For example, a candidate looking for a senior executive position might not be wise to choose a motorcycle riding photo as a LinkedIn portrait. Instead, Chandler advises a standard professional photo, with a text listing of outside interests.
Update Web-sourced profiles. Web pages like Zoominfo and Spoke are "aggregator sites," which means they cull public information about people into a searchable reference tool. Chandler says job seekers should regularly check these profiles and make necessary updates or corrections.
Be careful about blogging. While strong opinions are a great way for bloggers to build a following, those same opinions can also dampen a job search. To walk the line, Chandler advises bloggers to discuss or comment on industry trends - but not air grievances or personal issues with current or past employers.
Be honest about accomplishments. The ease with which career and charitable highlights can be reported occasionally leads to exaggeration. "If recruiters and HR departments find discrepancies between your online information and your resume, you can lose a lot of credibility," says Chandler.
Brett Pyrtle is a writer and communications consultant based in St. Paul.