I don't want to pass judgment here, but browsing through the christfollower.me site suggests to me that OldCoder wears his internet heart on his internet sleeve.
Long ago, when I was a hiring manager, we routinely searched for online presences of candidates and I would guess this ultra-common practice still today. As a result, we turned up some fairly odd material on a number of candidates and as a result we declined them.
Whether that is right or wrong you can't expect people NOT to make judgements based on information that they may find about you online. Indeed the recruitment process is difficult because there are a lot of candidates and only a limited amount of information on each of them.
My advice would be take the site offline during the hiring process. This might concentrate the hirer on the resume rather than the ancillary information.
No, no, nothing to do with that. The particular example that comes to mind is the case of someone who published a very heartfelt disagreement with a previous employer. Since we would potentially be a new employer for this person it gave us a sense that this person might be much more difficult to manage than the 'normal' programmer.
I should also point out that were most likely wrong in our assessment of the individual because they ended up becoming pretty successful at what they do! But it certainly didn't help that person get our job ...
Long ago, when I was a hiring manager, we routinely searched for online presences of candidates and I would guess this ultra-common practice still today. As a result, we turned up some fairly odd material on a number of candidates and as a result we declined them.
Whether that is right or wrong you can't expect people NOT to make judgements based on information that they may find about you online. Indeed the recruitment process is difficult because there are a lot of candidates and only a limited amount of information on each of them.
My advice would be take the site offline during the hiring process. This might concentrate the hirer on the resume rather than the ancillary information.