Oh snap. I’ve been waiting on this statistic for a while. A recent CareerBuilder.co.uk survey finally provided all of us job world lovers with some ammunition. We all had a sneaky suspicion that this number was on the increase with the past year's obsession with social media and online networking, but now we actually have a number to throw at all of the non-believers.

Most of us are at least aware of our online brand presence, but even today there are so many graduating seniors that are still told to keep all of their accounts private and off the radar. Some people look at the statistic above and think "doesn’t that justify why job seekers should keep their accounts private?" I on the other hand think just the opposite.

Use that statistic to gain an advantage. Job seekers should aim to be the candidate that really stands out during the online search—the one with beautifully shaped SERPs, professional images, great links, and solid content attached to their name. More now, than ever before, are we all able to shape our “first impression” on a potential employer. No longer does it happen on the first phone call or in-person interview, but instead happens on the pages of Google…and you have to ask yourself how is your impression measuring up to what you are promising in that resume submission?

The survey had some great insight into where people are falling short, and how they are exceeding expectations when researched. CareerBuilder asked the people surveyed what were some of the reasons they would or would not hire a candidate based on what they were seeing after researching them on social networks.

Reasons candidates would NOT have been hired:

Candidate lied about qualifications – 38%
Candidate made discriminatory comments – 13%
Candidate posted content about them drinking or using drugs – 10%  
Candidate posted provocative or inappropriate photographs or information – 9%  

On the flipside some people aren’t stupid, and here are some reasons people would have been hired:

Profile supported candidate’s professional qualifications – 61%  
Candidate showed solid communication skills – 41%  
Profile provided a good feel for the candidate’s personality and fit – 28%  
Candidate conveyed a professional image – 22%  
Other people posted good references about the candidate – 15%  

What should you take away from this? Now that our industry is starting to collect some real data it is undeniable—the recruiting process is becoming more social. You can either use this to your benefit or let it hurt you. What does your digital footprint say about you to a potential employer?