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Social Recruiting - 3 Questions Answered

One of the pressing questions surrounding social media these days is it’s applicability to recruiting and other people management processes within an organization.  Specifically, there is an ethics debate around how much of the Facebook, Linkedin and Twitter data are employers allowed to discover, request and use in the hiring process.  Today I see organizations taking many liberties along the lines of incorporating social media into the evaluation of who the applicant is.  Let’s debate around few interesting points:

1. Does applicant’s Twitter conversation trend resemble their personality?

I say Yes!  Take a look below.  We definitely want someone who is a “maven” and we would love to learn from a “mensch”, but others – not so much! Interestingly enough, the actions that you would take in a social network (such as 'follow' or 'block') are likely to closely resemble your hiring actions ('consider', 'hire' or 'pass'). Also, recruiting technology these days doesn’t do justice to valuing social attributes of an applicant.  Closing this gap is an opportunity for vendors out there!

2. Should employers consider social influence scores as part of their decision process?

I say Yes (with caution)! Klout built a social influencing engine that is free.  It measures the value of your contributions and combines it with the engagement of your audience in order to arrive at a constantly changing score.  My opinion is that some positions warrant inclusion of scores such as Klout into hiring considerations.  Particularly when hiring social marketing, social media and PR professionals, it is more appropriate and even useful to consider their social influence score on the web.  Caution though – Klout is not yet fully reliable and the score fluctuates daily.  In all cases you should consider social influence scores as pure data points to arrive at a greater picture.

3. Does the number of followers immediately mean that you are a good candidate?

I say no!  Lady Gaga isn’t a good candidate for your product strategy role and she wouldn’t be a cultural fit at Oracle.  Need I say more?  Yet, many employers blindly interpret the aspects of social following to mean business relevant social influence - that's a mistake!

What are your thoughts?  Thanks for reading.

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