It seems that sharing relevant articles and posting savvy social updates hourly are becoming the go-to ways to get the attention of hiring managers. Staying knowledgeable within your industry is important but it leads us to ask: shouldn’t hiring managers be more concerned about candidate qualifications, rather than how frequently they’re tweeting? With companies inching closer to accepting Twitter resumes and finding it socially acceptable to Google a candidate’s name – what questions should you ask when deciding if these are valuable hiring tactics?
Are 280 characters enough to show me what they can do?
Numerous companies are taking notice of Twitter resumes, or “twesumes” as new recruiting tools. Criteria for applying for a position might range from the candidate needing a certain number of Twitter followers, or using a specific hash tag for the job seeker to be entered into the candidacy pool. Hiring tactics like this have many of us scratching our heads: can a maximum of 280 tweeting characters be enough?
Can they do their job well when they’re posting hourly?
While staying informed within your industry is necessary, posting about it constantly isn’t. Typically there’s a need to micromanage new employees. Eventually, you learn to trust them and know they’ll get the job done. However, you don’t want to have to take time away from your own work and responsibilities because you feel you need to monitor your employees every move on Facebook.
What happens if you find they post inappropriate content?
The ability to Google a candidate or employee so easily is both a curse and a blessing. You could a blog that shows off their writing skills, or you could find posts you don’t want to see. How will your findings affect their hiring status?
While I’m sure it depends on what industry you’re in, relying heavily on social media to hire the right candidate can be an uphill battle. Being in the staffing business, I know 140 characters won’t tell me what I need to know. Seeing candidates win social media popularity contests won’t convince me of their suitability for a position either. No matter how much we use social media, it shouldn’t replace a well-written resume or a great interview.
Hiring managers: Have you used social media to hire a candidate? What types of concerns did you have?