Norwalk, Conn. — Sept. 24
Executive recruiters have adopted “Googling” as a best practice for job candidates, whereby 90 percent report that they type a candidate name into an online search engine to find more information beyond what is on the executive’s resume, according to a recent study by ExecuNet.
As a result, 50 percent of recruiters have eliminated an executive job candidate because of information they found publicly available on the Internet, up from 26 percent in 2005 when ExecuNet started its research in online reputation management.
Among the “digital dealbreakers” the recruiters found to disqualify executive candidates:
• Criminal record
• Tweets about his management style
• Online profile does not match resume
• Tried for workplace sexual harassment
• Pictures or posts on Facebook involving drugs, alcohol, nudity
Moreover, more than 82 percent of executive recruiters reported that they look more favorably upon a candidate when they find positive information online.
In a 2012 survey, 313 executive recruiters ranked the online information that would put candidates at the top of the hiring slate:
1. Subject-matter expertise such as presentations, published articles, etc.
2. Connections with other top executives on a business or professional network.
3. Mentions in press releases.