Back then, we were a fairly low tech society compared to now. For example, I had no cell phone with text messaging to distract myself with while I stood idle at the register between rushes of people. Instead, I'd reconcile my register or scrub down the counter.
I also had no camera in my cell phone with which to photograph myself at work, nor did I have an online profile to which I could post that photo and some pithy commentary about how many times I'd had to dodge the pervy manager's grabby hands.
It was more than a decade past that before I joined some rudimentary online sites and began building an online profile and presence. By then I'd worked my way up from plebe to manager level in my career. By then I was in charge of hiring people.
However, I still parsed paper resumes sent by snail mail, and relied exclusively on face-to-face interviews and written recommendations. It still wasn't par for the course to scan the Internet to vet a potential employee.
Now, however, more than a decade past that, it is standard procedure to Google a job applicant. Initially, I pondered whether that was any kind of an invasion of privacy, even if, by definition, posting something to the Internet conveys a total and utter lack of expectation of any kind of privacy.
I did definitely wonder whether it was any kind of discrimination to disqualify a job applicant based on something you found about that person online.
It's one thing to assume a person has a private life, political and religious views, friends, family and so forth -- but what does it mean to a potential employer to see it all on display, online?
It may be that I'm old school (or just older) but my online presence is fairly tame. A potential employer or client scanning my Facebook page will see a woman who is married with children, interested in both improving public education and staying on top of current health care for women news, dedicated to local politics and voting, focused on improving my business skills, in touch with friends, and active in some groups oriented around personal and business development. They'll see now and again my family takes vacations. I have allergies in the spring. They'll find the same on Twitter. Fairly ho hum. The same sort of stuff they'd find out about me near the coffeemaker in the breakroom or in idly chit chat during a meeting to break the ice.
In short, potential colleagues won't find out anything I mind them knowing, and frankly, if any of that makes me a bad fit for the job, I'd rather both of us know upfront. With time and experience comes wisdom, and I've learned it's so much better to be frank and honest about who you are and what your needs and job demands are instead of trying to conform to be chosen.
With honestly comes a better fit and more success and satisfaction.
It does mean I censor some elements I share online, but those are by virtue of my own personal privacy standards. It means using good judgment before I share something through social media. What's my standard of measure?
My own personal brand. Whether it's personally or professionally, I want others to view me as a thoughtful, considerate, mature, intelligent, accomplished, interesting person who cares deeply about her family and doing good in the world.
Before I post, I ask whether what I want to put up -- put out -- there adds to this idea of myself. If it does, then up it goes.
That's why I haven't hidden my profile, used a pseudonym, or otherwise attempted to hide or disguise myself. I feel proud not just of what but also of who I put out through social media.
It's been customary to counsel young people to censor what they post. Judiciousness is a good suggestion, but the new trend -- of hiding profiles and using online disguises of some sort -- is equally valid. Young people may grow up to regret some of what they put out there, but truthfully, that's part of the process. I truly regret some things from my youth, as well. I'm just grateful my youth happened before the Internet and cell phones and camera phones and recorders.
Today, that is all there and in play, and not just for the younger generations. Googling potential colleagues flows both ways: employees and employers. However, both potential employees and employers need to maintain perspective about what they find online, have an honest discourse about it, and discuss each's philosophies of boundaries. A client may not like my liberal leaning politics, but will that truly affect my job? That's a good question for an employer to ask. Perhaps it's an environment that doesn't mind topics such as politics coming in to the office, but if it is a problem, that needs to be out there.
What potential employees and employers find online can actually be a help to one another in figuring out what to ask and how to answer. It can be a better starting point than a simple resume that lists jobs and accomplishments. It provides an insight into the personality of the person. It can help each gauge more deeply how their own elements will match up against the job and workplace.
And at the end of the day, a good fit, which translates into finding someone likable, ends up being a bigger factor to success than ability to do a good job. (See: The Likeability Factor.)