Heather Huhman | , , , , , , , , ,| By
Social media profiles can tell you a lot about a job candidate. More and more recruiters, now 86 percent, view a job candidate’s social media profiles during the decision process.
It’s important to use these resources not just to look for red flags, but for items showing a candidate’s likelihood to succeed in your organization. Three in 10 recruiters have found something positive on social media, causing them to hire a candidate.
Eight things to look for in a job candidate’s social media profiles:
Reading through a social media profile gives recruiters a sense of a job candidate’s personality. This can be a good way to decide if they will mesh well in your organization’s culture. For example, if the candidate has lots of photos with pets and your company is filled with animal lovers, they might be more likely to fit in with your team. Conversely, you might spot something suggesting the candidate won’t fit in.
How job candidates represent themselves on their social media profiles is how the world sees them. It is important to look for candidates with a professional online image. This does not necessarily mean their profile is career-driven. It means the candidate only posts images and words portraying them in a positive light. A job candidate with a professional image is more likely to be dependable.
Many job candidates list things on their profiles to illustrate their professional qualifications. For instance, a candidate might be affiliated with a professional organization in your industry. These clues can help recruiters determine if job candidates are dedicated to growth in their industry.
A job candidate whose social media profile shows a wide range of interests might be better for a position than someone who doesn’t. Does the candidate show dedication to volunteering in the community? An organization with an emphasis on giving-back might like to learn more about that person.
In every industry, it is important to be a good communicator. Social media profiles provide great examples of how job candidates communicate on a daily basis. If their message on social media is strong, you can bet they’ll be able to communicate effectively in your organization.
Especially on career-based outlets like LinkedIn, social media can be a great way for recruiters to find references for job candidates. Do they have recommendations from past employers? Are they connected to someone you know? These are good clues to the quality of the candidate.
While not necessarily good or bad, it’s a good idea to take notice if the job candidate has posts about religion, politics, or other controversial topics. It might not matter at all, but if a candidate has a strong opinion, it might influence the way they fit in with the rest of the organization.
Even with all of the helpful positives, it’s always important to look for the red flags in a job candidate’s profile. Look for references to drugs or alcohol, inappropriate photos, profanity, discriminatory comments, and lies about qualifications. Spelling and grammar errors might also be a strike on the candidate’s record. Finally, if a candidate bad-mouthed a previous employer, you may want to stay away.
Whether good or bad, a job candidate’s social media profiles can tell you a lot about their qualifications for your organization.
What’s important to you?
What else do you think is important in a job candidate’s social media profiles?