7 social media habits that disqualified candidates, according to hiring managers

7 social media habits that disqualified candidates, according to hiring managers7 social media habits that disqualified candidates, according to hiring managersIn 2017,1.96 billion peopleworldwide were social media users it is projected that this number will increase by .54 billion to a whopping 2.5 billion this year. Being that 81% of the US uses social media, chances are, you are active on at least one account.Whether you post regularly, once a week, or every now and then on social media can not only affect your public persona but determine whether or not you get thejob.But what posts will keep you in the running? And which are potential red flags? Hiring managers share with us examples of what job candidates should stay away from when posting onsocial media. Take a look at what they had to say.What are one or two real examples youve seen on candidates social media accounts that kept them from getting the job?Not using their real anthroponymand/or usingoffensive photos. - Natasha Taylor, Recruiting Hiring Manager for Rhino StagingJob candidate applies for regional director. It seems like a good fit On social media, he posts a rant stating that people who watch football or participate in it are pieces of expletive, callous foul football causes brain damage, and those who watch it are complicitHissocial opinions colored his effectivenessas regional director and could make people feel uncomfortable. - Erica Holloway, Hiring Manager for Digital Media AcademyI dont necessarily look at every candidates social media accounts. I usually do when Im skeptical on whether or not to bring them in. For example, if a candidate seems underqualified, things Ill look for include whether or not theyve been involved with the community and learned skillsets that would apply. First example, I looked at a candidates Facebook page and saw that he was really into music but some of his pictures were rather strange. He wouldpost a lot of things that were hatefuland cuss a lot or wo uld brag about his drug usage and very derogatory topics. I automatically deemed him unfit for this work environment. Second example, I had a candidate whose Facebook was full of insulting picture towards womenand a lot of inappropriate pictures. I didnt think that would be a good fit either. - Rebecca Del Cid, Hiring Manager for BrandRepWe dont typically look at candidates social media pages due to HR protocols. But if we did, I would definitely look at their pictures and how they present themselves and the language they use. Sarah Schroeder, Hiring Manager for Americanabsatzwirtschaft Publishing, LLCWe cant keep them from getting the job based on their social media accounts that would be discriminatory. Potential red flags to look out for areexcessive drinking, acting in a manner with friends, excessive drunk pictures, andoverly aggressive posts about politics and religion It shows there could be a cultural problem and the candidate might not be able to work with other people. - Melissa Richardson, Hiring Manager for Deacom, Inc.Job seekers, keep this advice in mind the next time you post on social media your job candidacy may be affected by it.This column originally appeared on Fairygodboss.com.