“Data Privacy Day,” Microsoft Privacy, accessed March 5, 2010, http://www.microsoft.com/dataprivacyday.
“Data Privacy Day,” Microsoft Privacy, accessed March 5, 2010, http://download.microsoft.com/download/C/D/2/CD233E13-A600-482F-9C97-545BB4AE93B1/DPD_Online%20Reputation%20Research_overview.doc.
This study was conducted for and presented during the Data Privacy Day 2011 to examine the expanding role of personal and professional online reputations including the use of such information in hiring and recruiting practices.
It is acknowledged that people are increasingly using Internet technologies to share content for purposes related to friendship, dating, and even careers, but how significant is the role of online reputations in hiring practices?
This report was commissioned by Microsoft and Cross-Tab conducted research in France, Germany, the United Kingdom, and the United States between December 10 and 23, 2009. They interviewed approximately 275 recruiters, human resources professionals, and hiring managers and approximately 330 consumers in each country.
Highlights from this study show that recruiters and HR professionals are checking online sources to learn about potential candidates and some companies have made online screening a formal requirement in their hiring process. In the United States, 70% of the surveyed recruiters say they have rejected candidates due to online information while only 7% of consumers think online date affects their job search.
That statistic is only the beginning of the discrepancies between recruiters and consumers in the United States. Only 15% of U.S. consumers surveyed think it is very appropriate for employers to review photo and video sharing sites while 59% percent of recruiters and HR professionals surveyed check these sites.
The study concludes that the use of online reputations in hiring decisions will increase dramatically over the next five years. A major concern is type of information now available online. Information about family, political or religious affiliations, financial situations, and other topics have been restricted from traditional hiring practices, but now, recruiters can anonymously collect such information online and this survey found that it is already happening. More research is needed to understand the legality of collecting information about online reputations.
Consumers surveyed tend to underestimate the impact of their online reputation and the extent to which recruiters are viewing online information. While most consumers are managing their online reputation to some extent, between 30% and 35% don’t believe that online reputation impact their personal or professional lives.
It’s not all bad because positive online reputations make a difference too. Among the U.S. recruiters, 85% said that a positive online reputation influences their hiring decisions to some extent and nearly half said that a strong online reputation influences their decisions to a great extent.
I believe that electronic portfolios could be the key to building a strong online reputation…
Microsoft provides some great resources through their research. Check out their website to learn more. http://www.microsoft.com/dataprivacyday
“Data Privacy Day,” Microsoft Privacy, accessed March 5, 2010, http://download.microsoft.com/download/C/D/2/CD233E13-A600-482F-9C97-545BB4AE93B1/DPD_Online%20Reputation%20Research_overview.doc.
This study was conducted for and presented during the Data Privacy Day 2011 to examine the expanding role of personal and professional online reputations including the use of such information in hiring and recruiting practices.
It is acknowledged that people are increasingly using Internet technologies to share content for purposes related to friendship, dating, and even careers, but how significant is the role of online reputations in hiring practices?
This report was commissioned by Microsoft and Cross-Tab conducted research in France, Germany, the United Kingdom, and the United States between December 10 and 23, 2009. They interviewed approximately 275 recruiters, human resources professionals, and hiring managers and approximately 330 consumers in each country.
Highlights from this study show that recruiters and HR professionals are checking online sources to learn about potential candidates and some companies have made online screening a formal requirement in their hiring process. In the United States, 70% of the surveyed recruiters say they have rejected candidates due to online information while only 7% of consumers think online date affects their job search.
That statistic is only the beginning of the discrepancies between recruiters and consumers in the United States. Only 15% of U.S. consumers surveyed think it is very appropriate for employers to review photo and video sharing sites while 59% percent of recruiters and HR professionals surveyed check these sites.
The study concludes that the use of online reputations in hiring decisions will increase dramatically over the next five years. A major concern is type of information now available online. Information about family, political or religious affiliations, financial situations, and other topics have been restricted from traditional hiring practices, but now, recruiters can anonymously collect such information online and this survey found that it is already happening. More research is needed to understand the legality of collecting information about online reputations.
Consumers surveyed tend to underestimate the impact of their online reputation and the extent to which recruiters are viewing online information. While most consumers are managing their online reputation to some extent, between 30% and 35% don’t believe that online reputation impact their personal or professional lives.
It’s not all bad because positive online reputations make a difference too. Among the U.S. recruiters, 85% said that a positive online reputation influences their hiring decisions to some extent and nearly half said that a strong online reputation influences their decisions to a great extent.
I believe that electronic portfolios could be the key to building a strong online reputation…
Microsoft provides some great resources through their research. Check out their website to learn more. http://www.microsoft.com/dataprivacyday
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