4 Ways to Use Social Media to Screen Candidates

September 20th, 2013

There is still so much confusion over the legality of using social media to pre-screen candidates for a job. It is important to be cautious about the way you use their personal information. However, this doesn’t mean that their social media profiles are completely off limits in the job hunt. Here are four ways you can use social media to screen candidates.

  • Review their groups and connections. LinkedIn makes it very easy to assess professionals in this way. In fact, it was designed to use used for hiring decisions. When you’re reviewing a LinkedIn profile pay special attention to their job history and recommendations. A red flag may be raised if they don’t have any recommendations from former coworkers or managers. Also look at the types of groups in which they are involved. This can tell you a lot about their interests and their experience. Look at their connections as well to see how they build a network.
  • Review their “About” page. Facebook can be a little more complicated. Much of what you will be able to see will depend on their specific security settings. The best way to access information is to review the “About” page in their profile. You may see their job history or you may simply see a public list of their favorite music. Use caution when reviewing public photos because you may find yourself making a discriminatory decision without meaning to.
  • Review their communications. The Twitter microblogging platform is public so there are no real restrictions for reviewing this information. It is a great place to see how your candidate communicates on line. You can look out for egregious grammar and spelling errors or even inappropriate content. If they are able to create well thought out statements in only 140 characters they may be someone with exceptional communications skills.
  • Review visual media. Like Twitter, both Pinterest and Instagram are public websites so brows your candidate’s pins and photos to see who they really are. This may be a great way to compare their personal interests with that of your team to see if they will get along. For instance, you may find that someone really interested in scrapbooking will get along great with your currently crafty employees.

Do you need to know more about using social media for recruiting? Meador Staffing can work with you today to help find the best candidates for your open jobs.

Keys to a Candidate Profile: What to Look for on Social Media

July 19th, 2013

So many companies are looking at social media profiles to determine the hireablity of a potential candidate. With this practice still deeply within a legal gray area, it is important to know what is okay to use for hiring criteria and how to apply the information to the process. Here are some ideas of what to look for on a public social media profile before making a hiring decision.

  1. Limit the red flags. Of course one of the reasons for reviewing social media is to look for potential red flags. There may be some things that do not fit within your company culture and values that will eliminate a candidate from the running, but try to leave the candidate’s personal life out of the decision making process. Instead, focus on the things that will make them a good candidate.
  2. See their personality. You may be able to determine from their public profiles whether or not their personality will be a fit with the rest of the members of your team. For example, if your team is very outdoor sports oriented and someone has photos of themselves on hikes and rafting trips, they may get along well with the rest of the department.
  3. Professional information not on their resume. Particularly with LinkedIn you may be able to assess some additional information that was not included on their resume. Are they part of organizations or groups that are part of your industry? Have they won awards or received certifications for their skills? This might provide additional insight on them as a candidate.
  4. Evaluate their communications skills. Are they professional, polite, and friendly in their public posts? Do you see a number of misspellings or grammatical errors? Seeing how someone writes when they are being casual can be a good indicator of how they communicate. Twitter is a good way to assess these skills since the 140 character limit means people have to be creative about their message.
  5. References and recommendations. Professional references can be hit or miss. Many companies have policies of not providing anything other than dates of employment. However, LinkedIn offers a referral platform that most candidates use effectively. Look at the recommendations from former co-workers, employers, or clients to see what they have to say about your potential new employee.

Do you want to know the best ways to use social media to pre-screen a candidate? If you are looking for employment agencies in Deer Park, contact the staffing experts at Meador today.