It seems that becoming an industry leader by sharing relevant articles and posting savvy social updates hourly are becoming the go-to ways for getting noticed by 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 140 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 140 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 micro manage 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. On one hand, you can find their accomplishments or maybe a blog that shows off their writing skills, but on the other, you could find posts you don’t want to see. How will their job submittal be affected by your findings?
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, and 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 in our personal lives, it shouldn’t replace the art of a well-written resume or a great in-person interview.
Hiring managers: Have you used social media to hire a candidate? What types of concerns did you have?