Social media is great for connecting people, for providing an outlet to share your experiences, and for facilitating a platform to share your views. In most cases, that's beneficial - but there are some elements of modern life which have become more complicated by our over-sharing, and our capacity to post about anything and everything that comes to mind, whenever we feel like it.
As many people have found (or suspected), your social media profiles - which, for younger users in particular, host a database of their entire life - can also be used against you by hiring managers and people assessing your suitability for certain roles and positions. And while there are laws in place to protect users against outright discrimination, there's not really any way to stop someone looking up your online history, and seeing everything you've posted - outside of upping your privacy settings in an attempt to go full incognito.
But even if you do 'go dark', some information is bound to still exist. That, in part, is why we've seen such a big shift towards private messaging and groups, to avoid the virtual data trail left behind, which can come back to bite us at a later stage.
The safest approach - if you're not sure, don't post it. But that's also easier said than done in some cases.
So how often do hiring managers actually assess people's social media profiles? The team from AirTasker sought to find out - they surveyed 204 people with hiring responsibilities, and 805 employees, to glean some insight into the modern hiring process, and what factors are problematic, in relation to online discussion and candidate red flags.
There's a lot more specific insight in AirTasker's full report, which you can read here, but we've summarized the basic findings into the below infographic.