Slightly embarrassed about an old Facebook entry showing you smashed out of your mind wearing an elaborate beer bong and a T shirt that says WORK SUX BUT I NEED THE BUX? You should be, and not just because it shows someone filling the bong with some lite beer that tastes more like a urine sample than actual malted hops. You should be embarrassed because your next employer will find it too. Or should I say the hiring manager at the next job you apply for.
Unfair? Of course not. Gimme a break! Suppose you had started a business with your own money. Given two equally desirable and qualified job applicants, is Mr. or Ms. Beer Brong the kind of person you’d put first on your list? Or would it be the who looked stone cold sober on that Facebook page? What if that page linked to a blog showing off that person’s expertise in web promotion, mentoring skills, or church involvement?
Maybe you’re not the business-minded type. Try this on for size. You learn you’re about to have new baby. You work your butt off at Olive Garden or Wal-Mart or a local insurance brokerage to get a managerial promotion with medical benefits. You hire someone with less than stellar work skills. Your boss turns up that same beer bong page in the three-minute-after-the-fact forensic investigation to determine why you hired the kind of flake who showed up on Wednesday for a job that started Monday. How do you plan to defend your hiring decision?
Let’s take the heat off you for a second. Suppose an apparel brand you like is demonstrably underpaying its employees and exploiting children in a third-world country. They respond to stories about factory conditions with weasel wording about local cultures taking a different view on child labor, about how they really aren’t associated with the company that runs the factory, and about how it was all set up by a consultant and not themselves. What message are they sending to you? Suppose another apparel brand you like has a factory here in your own country and has a great reputation for paying its workers fairly. You’ve seen a news story about how their workers stay on for 40% longer than the industry average and that job openings always result in lines that stretch around the block. You like both brands fine. Which are you likely to choose next time you need a T shirt?
Take it from a hiring manager. We know how to use that internet thingie almost as well as you do. Late-breaking update: it’s not even very hard. More and more, employers are acting on something you should know already. You are a brand. What you’ve published about yourself is often the only message most people will get from you. The web is the best way for a prospective employer (or children, or spouse, or ex-spouse’s attorney) to find out about Brand You.
And if you don’t control your message, it will control you.