Be Careful What You Say

Posted by Joe Alonzo – Director of eDiscovery/Computer Forensics at Glenmont Group

If you’re a news junky like me, you may have caught a recent Yahoo! headline about a high-profile high school football player who got himself in hot water for what he said on this Twitter account about Jeremy Lin.  The athlete didn’t lose scholarship potential but still put himself a bad light as viewed by his community.

This has been a common theme recently amongst highly recruited high school football players.  In an earlier instance this year, Yuri Wright, another star college recruit also took to Twitter and made several profane remarks.   His actions received national recognition; he was expelled from Don Bosco Prep, the number 1 high school football program in the nation, and caused at least two Division 1 schools to back off from recruitment.   Epic Twitter Fail.

Why am I writing about high school football players?  While it is true I was a big fan Al Bundy from Married With Children, there is a more important point here.   Social media platforms like Twitter, LinkedIn, Facebook and others are now a part of life.   It is a common practice for hiring managers and HR professionals to go online and check to see if anything “out of the ordinary” comes up when considering candidates for career openings.  Trust me, they do it for sport.   Like Mr. Wright, it doesn’t matter if you are the top eDiscovery or litigation support candidate.  If anything obscene or offensive can be found online with your name attached to it, you will be DQ’d…not the delicious kind either.

I was having a conversation with a client of mine recently about the real reasons employees leave an organization , and if it’s OK to talk about it.  “If it feels good to say, don’t say it”, he mentioned to me.  Those are wise words to consider when talking about people and/or companies during an interview process.  Don’t EVER talk about about anyone from past organizations in a negative manner.  Hiring managers do not want to hear this and you will likely cost yourself a good opportunity.

There is an old adage that says do not do anything that you wouldn’t want your mother to see on the front page of the New York Times.   Keep this in mind when applying for that new Lit Support Project Manager role and you should be OK.


Glenmont Group is a boutique search firm that concentrates on Professional Services, with a focus in the Legal & Content space. Because we are a highly focused boutique firm, we offer expertise in the industry that other search firms cannot. Our staff has been trained on, employed in or consulted for these industries so there is no learning curve. This means that you will not see resumes off of "job boards" that seem to have little or no connection to the position you are trying to fill. In fact, just the opposite is true. Our process includes a competitive analysis that identifies the top candidates in your given field. At Glenmont Group, we strive to develop and maintain long-term professional relationships with our clients. We believe in a business relationship based on hard work, cooperation, integrity, trust and a sense of humor. We are also active members in our industries by working on or with the Executive board of our industry trade organizations such as; IQPC, EDRM, LMA, PMA, ALSM, ALA, AIIM, ARMA. This assures constant access to a network of those highest quality candidates who are involved in these organizations.

Posted in Advice

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