Until recently, the key to kicking open a door for a job interview was the resume. There are innumerable books that are ‘how-to’ guidelines for resume writing; how to lead with skills, not experience, how to make your dynamic personality jump off the page; how to in fact keep it to one page – the mantra of the resume professional.
While you’ve been busy shoehorning your experience onto one lousy sheet of printer paper (no cheating with legal size) another important issue has emerged for job candidates. That is the use of the Internet as an investigatory tool for human resources departments considering job candidates. The Web is so all-encompassing, so much a social interaction tool and so thorough a resource of public documents that it has become all-intrusive as well.
Running web searches on the names of job applicants has become a standard practice for hiring managers. Careerbuilder.com conducted a survey of hiring managers which showed that one in four used the Internet to run searches on job applicants. That ratio isn’t going to get any smaller.
What to do about it? What many job applicants are finding is that it’s...
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