How to Judge a Candidate's Social Profile

How to Judge a Candidate's Social Profile

IIt’s 2018. We all know that social media is a key part of your marketing strategy for both consumer and employer branding.  You have a Facebook page to run ads and manage reviews, a LinkedIn to promote any hiring efforts, a Twitter to try to remain human and approachable in our digital world, and likely a handful of other sites that can connect you to different types of customers and thought leaders.

As a hiring manager, you probably don’t concern yourself with social strategy on platforms beyond LinkedIn. After all, for recruiting efforts, LinkedIn is the undisputed king. Jobvite found that 87% of hiring managers report using it is as their jumping off point for sourcing candidates.

However, the same Jobvite study found that there is a significant dip in recruiters using social networks beyond LinkedIn to help evaluate a candidate’s fit for a specific opening. This is a huge missed opportunity for your team to assess things like culture-fit and personal values.  Only 43% of recruiters check up on a candidate’s Facebook profile, and 22% reference their Twitter.

These networks are just as valuable as LinkedIn. Using multiple social media networks to evaluate a candidate gives you a more comprehensive view of their ideas, ethics, and skills.

What Should I Look For on Social Media Channels?

We’ve all heard stories about seemingly qualified applicants being removed from a short-list for public posts and photos that promote underage drinking, drug usage, or any illegal activity, but you can use a candidate’s public image to figure out more than just their tendency towards misdemeanors.

  • Grammar: 72% of recruiters that harness social media for recruiting say that bad grammar and typos in posts will negatively influence a candidate’s likelihood of being contacted by a company.

  • Oversharing: Recruiters look out for oversharing on social media, particularly regarding relationships and the workplace. 60% say that a candidate that shares too much personal information too often will likely not get an interview.

  • Political Affiliation: Recruiters tend to shy away from candidates who enthusiastically promote political agendas of any kind, regardless of right or left lean.

  • Alcohol Consumption: 47% of recruiters say that too many posts mentioning alcohol consumption can negatively impact a candidate.

What You Share Matters Too

Be mindful of your company’s social media presence too, especially when actively hiring senior level roles. 59% of job seekers use social media to research companies that they are interested in before completing an application or responding to a recruiter. Make sure that any negative reviews of your product or service are responded to in a professional manner, and that all of your social networks are a compelling representation of your brand and company culture.

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