When it comes to recruiting the best workers out there, are you truly taking the time to get the top talent?

While the answer to that question is yes for many employers, others will not always spend the needed time and resources to find the brightest workers. In those cases, it is not uncommon for the employer and/or recruiter to have to once again place an ad for help.

‘Even though there is never a 100 percent guarantee that someone is going to be the “perfect fit” for your company or those you recruit for, there are some telltale red flags to heed.

Online Profiles Do Matter

As the Internet age allows both employee and employer to instantaneously connect, it also can present problems, especially on the former’s end. While job seekers can and are using SEO (search engine optimization) to make themselves more noticeable online, they still need to pay great attention to their resumes and how they conduct themselves on the Internet.

With that in mind, what are a few online red flags that you should not overlook?

Among them:

1. Issues with former employers – This should always be a high priority red flag. Some job candidates have trouble letting go of the past, meaning they have to take a few pot shots at former employers and/or co-workers. While there may be some legitimacy to their arguments with those they use to work with, it is rather unprofessional to take to the Internet and bring attention to these differences. If you come across a candidate who can’t leave the past in the past, think twice about hiring them even if their skills are on the high side;
2. Irresponsible images – There is a gray area between someone having a little fun online with pictures and videos and going overboard. What may seem like innocent fun to one person could be insulting to another. If a candidate has pictures of scantily clad women, drunken forays and abusive language or action towards others, think twice before hiring them. While they may tell you the images are posted during non-working hours, they still could draw some negative attention to your business and brand if someone takes offense;
3. Gaffes galore – More and more job candidates are posting their resumes and skills on LinkedIn and other such sites. As a result, their job history etc. is there for the entire world to see. That can certainly be a good thing, but it can also prove a disaster, especially if it includes errors. While many candidates will take the time to spell-check and even have a friend or loved one review it before going live, others will not be as detailed. Typos send out the message that this individual didn’t have the time to review their credentials, so will they do the same when working with one of your clients? Although you may choose to still bring this individual in for an interview, don’t brush the errors off as a little matter.

As a recruiter and/or employer, how do you go about weeding out the bad resumes online?

Photo credit: Image courtesy of Stuart Miles at FreeDigitalPhotos.net

About the Author: Miguel Salcido has been a professional search marketing consultant for over 11 years. He is the founder and CEO of Organic Media Group, a content driven SEO agency. He also likes to blog at OrganicSEOConsultant.com and share insights into advanced SEO.