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It’s a Fact: Hiring Managers Look at Social Media Feeds May 23, 2014

Posted by Darwin in Uncategorized.
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Surveys show that 6 out of 10 hiring managers are taking ‘sneak peeks’ at Facebook posts and tweets of prospective employees, but the larger percentage of them wouldn’t allow this to influence their hiring decisions. 4 out of 10 stated that social media posts would be a deciding factor on whether or not they would hire an applicant according to Challenger Gray & Christmas.

John Challenger, CEO of Challenger and Gray further stated that inappropriate tweets or Instagrams from an applicant might lessen their chances of being hired. On the other hand, hiring managers are shaking down to reality because many of them are social media users themselves. He goes on to say that if every applicant were weeded out for inappropriate posts there would be no one left to hire.

Compromising photos and damaging statements posted to the public may hinder a job applicants chances, but ‘eavesdropping’ on those applicants social media post can work against employers as well. Anti-discrimination laws come into play if hiring managers are found to be biased, so checking up on protected workers social media posts can be tricky.

OgletreeDeakins Nash Smoak& Stewart PC’s employment attorney Tracy Miller says that employers are opting for third-party consultants to make professional and unbiased decisions when reviewing social media profiles. This allows for impartial hiring processes.

It is just about impossible for the casual social media pundit to pass up an opportunity to review a propaganda-style/racy photo that any other user posts; how much more can a human resource manager resist the temptation? The trick here is to put all off-color posts and photos into perspective by comparing what is actually said (and seen) in conjunction with the working world.

It is wise to think twice – and be a little charitable – in cases where it is plain that someone is blowing off steam. What they actually say may not weigh in as much as what they actually do. I’m sure many of us have posted comments that made us cringe when we thought about it afterward; you can’t take back what you give out!

Of course, repeated threats, harmful statements toward others or sexually discriminating and constant racist remarks are not to be ignored. To get a balanced view on a user’s personality – in connection with hiring – look at their family and friends, and their posts, to see what kind of company they keep and how they rate these people.

Also, find out what motivates them by the positive posts, photos and any pre-made mottos that are shared between them and their friends. This tells more about the inner person than anything else!


3 Recruitment Tips for Small Businesses May 9, 2014

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The goal of any company is hiring the best professionals in any industry. Hiring managers are often faced with the complication of shifting through several different applicants and individuals, but that does not mean it is impossible to find the top talent. Even a small business can hire like the largest companies with the right tools and attitude.

Look at Past Work

Fortune 500 companies often evaluate the portfolio or past work of an individual before hiring. By looking for employees who create products that the company wants or needs, it is easier to ensure that the applicant is a good fit for the goals and plans of the business.

Even new college graduates can bring in past projects that were developed in the classroom. Ask candidates to bring their portfolio and take a look at projects in person. Evaluate their abilities and ask about the different steps that were taken to create the product or complete the project.

Past work can provide insights into the individual’s capabilities, interests and methods of handling different ideas. It helps determine if the candidate is a good fit for the company or still have room to grow.

Narrow Down the Choices

Use an Applicant Tracking System to narrow down the candidates based on specific factors that are required for the position. If the position requires three years of previous work experience, then use the system to eliminate applications that have fewer than three years of experience.

Avoid setting requirements for a specific set of schools, such as Ivy League universities, to reduce the risk of eliminating the best talent. Some of the best candidates will come from unexpected places, such as non-traditional education via trade schools or small universities.

Ask Thoughtful Questions

Fortune 500 companies are always looking for the best professionals in any industry. As a hiring manager, it is important to ask questions that are thoughtful based on the position. Avoid trick questions; instead, focus on interviews that evaluate the skills and abilities of the individual.

If the candidate brought in a project that took several months to complete, then ask about changes that may have been made if they had more time. Ask about how they would handle a project that had less time. Keep the interview as thoughtful as possible to ensure that the candidates are a good fit for the company.

The process of finding the top talent requires the use of creative questions, careful evaluation and updated technology and tools. By using anĀ Applicant Tracking System, narrowing down the choices and then interviewing the best candidates in ways that evaluate their past performance, their process of completing a project and the ways that they adjust to different situations, it is easier to find the best professionals in any field.