Why online behaviour matters for employability

New research has revealed that employers are increasingly using social media to screen candidates for roles – a quarter of Gen Z jobseekers report rejection due to their social media profiles.

In September, job site Indeed released a new study, which found that Australian job applicants are being screened and rejected by companies based on their social media profiles, “with younger Australians most likely to lose out”.

Career expert at Indeed, Sally McKibbin, said: “Indeed’s research is a reminder that it’s not unusual for recruiters to scroll through social media profiles to learn more about potential hires.”

The safe-for-work test

The rate of rejections due to social media profiles is highest for Gen Z jobseekers, with “one in four (26 per cent) having already been rejected for a role because of their social media presence – far more than Millennials (10 per cent) or Gen X and Boomers (1 per cent)”, Indeed said.

These figures remain relevant amid the recent discussion of social media policies following the Lattouf v ABC proceedings, as discussed on the HR Leader podcast last month, and the broader discussion on social media use in the workplace as reported by HR Leader earlier last year.

The study found that just over one in three (34 per cent) jobseekers clean up their social media profiles when on the hunt for a new role.

“Among those who do make changes, men are more likely than women to share examples of their work or engage with industry content, while women are more likely to take the step of switching their profiles to private,” it said.

“To be risk-averse, jobseekers should review their online presence for its professional tone when looking for work. And if in doubt, switch their profiles to private,” she said.

Social media screening

Indeed noted that “almost four in five recruiters (77 per cent) admitt[ed] they review a candidate’s social accounts during the hiring process”.

“The majority of recruiters (68 per cent) have screened out candidates in the past because of their online profiles,” it said.

This could be for a variety of reasons. The job site found that “inappropriate content, perceived dishonesty, or posts that raise questions about a candidate’s judgment”, were among the many.

However, McKibbin said: “When screening candidates, it’s important recruiters approach social media checks with caution. Posts can easily be taken out of context, and someone’s online presence may not be a true representation of who they are. Social media checks should not be a substitute for a structured and fair hiring process.”

Online behaviour

“Recruiters say they use social media to get a clearer sense of a candidate’s personality, values, and professionalism, and to verify claims in their application,” Indeed said.

Female recruiters are more likely to reject candidates for “hostile or combative online behaviour, such as participation in arguments or cyber bullying”.

The reported attitudes towards social media screening varied – “84 per cent of jobseekers know employers review profiles, only 35 per cent say they’re concerned it could affect their chance of securing a job. One in three say they’re not worried at all,” Indeed said.

McKibbin said: “While most Gen Z jobseekers are aware of potential social media scrutiny by recruiters, many underestimate its impact, and Indeed’s findings show this could be costing them jobs.”