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  3. Nearly half of US employers research the online profiles of job candidates on social networks such as Facebook, MySpace or Linke

Nearly half of US employers research the online profiles of job candidates on social networks such as Facebook, MySpace or Linke

admin2013-06-17  50
问题     Nearly half of US employers research the online profiles of job candidates on social networks such as Facebook, MySpace or Linkedln, according to a new survey.
    Forty-five percent of the employers surveyed for CareerBuilder.com, the largest US online job site, said they use social networking sites to check on job candidates, up from just 22 percent in a survey conducted last year.
    Another 11 percent said they plan to start using social networking sites for screening.
    "As social networking grows increasingly pervasive, more employers are utilizing these sites to screen potential employees," CareerBuilder said in a statement. It said job seekers should "be mindful of the information they post online."
    CareerBuilder said that of those who conduct online searches as background checks on job candidates, 29 percent use Facebook, 26 percent use Linkedln and 21 percent use MySpace. Eleven percent search blogs while seven percent follow candidates on micro-blogging service Twitter.
    Thirty-five percent of those surveyed said they have found content on a social network that caused them not to hire a candidate, CareerBuilder said. Examples included "provocative (挑衅的) or inappropriate photographs or information" or content about drinking or using drugs. Other reasons cited were badmouthing (说坏话) a previous employer, co-workers or clients, poor communication skills, making discriminatory (歧视性的) comments, lying about qualifications or sharing confidential information from a previous employer.
    Information found on social networking profiles was not always a negative factor in finding a job.
    Eighteen percent of employers said they have found content on social networking sites that caused them to hire the candidate, CareerBuilder said.
    Some profiles "provided a good feel for the candidate’s personality" or supported their professional qualifications while others demonstrated creativity or solid communication skills.
    Rosemary Haefner, vice president of human resources at CareerBuilder, recommended that candidates "clean up digital dirt" before beginning a job search by removing photos, content and links which could hurt their chances.
    The survey of 2,667 hiring managers and human resource professionals was conducted by Harris Interactive between May 22 and June 10. It has a sampling error of plus or minus 1.9 percentage points.
What is the passage mainly about?
选项 A、Social networks have put job seekers at a disadvantage.
B、Privacy protection has become more important in job seeking.
C、Different employers have different preferences for social network websites.
D、More employers resort to social networks when making hiring decisions.
答案D
解析 文章开头就表明，调查发现雇主会在社交网站上搜索求职者的个人资料，下文谈到他们会根据资料中显示出来的求职者的种种优缺点来判断是否雇用他们，[D]的表述与此一致，故为答案。第六段和第八段分别谈到社交网站给求职者带来的不利和好处，[A]仅指出其不好的一面，太过片面，故应排除。网上不好的个人信息会给求职者带来不利，专家建议求职之前应删除不良信息，但并未谈到求职过程中的隐私保护，[B]是对其的过度推断，故应排除。不同的雇主会选择不同的社交网站，但其目的一致，均是了解求职者的相关信息，并非是个人喜好的缘故，[C]的表述偏离文章主题，故应排除。
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