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An Argument for "Facebooking" Candidates

Posted by Erin Borgerson on March 21, 2014

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Our culture is the most important part of Hireology. We cherish and protect our culture like some companies would guard their "secret sauce". 

Because of this, our hiring managers can frequently be found perusing a candidate's social media sites. They aren't looking for incriminating spring break pictures or heaven-forbid a candidate posts a picture with beer in their hand. Instead, they are looking for their interests, hobbies, and to understand how they think as a person.

I guess you can say we are looking for their personality.

Now don't freak out. There are many HR folks who think "social stalking" is an illegal hiring practice, but let me assure you that we aren't making hiring decisions based on Facebook posts and Tweets, we are simply getting a feel for how they present themselves out of the office.

As a millennial-heavy group, most of us are working 24-hours a day. We are always connected via laptop, smart phone, or tablet and can be found working out of the office more times then in the office. In this case, looking at a candidate's Facebook or Twitter is useful in determining their lifestyle when not in the office.

As the marketing manager, I look at our candidate's social media sites because I want to see how they sell and market themselves. I am instantly concerned if they do not have a Twitter or Linkedin as those are crucial to our business, and a candidate I would want to interview would be active on both of these platforms.

Recently, I interviewed an intern who was great, however I wasn't sold on him yet. Hireology gave him a low-risk score so I decided to spend some time on Google to understand more about him as a person. I instantly found his Twitter (Score 1!) and read through some of his tweets. Not only did he tweet about technology news and innovative ideas he thought were cool (Score 2!) he also followed Hireology's Twitter and favorited a tweet of ours. (Score 3!) 

If I hadn't taken the time to social stalk this candidate, I probably wouldn't have known his social media capabilities and therefore wouldn't of extended an offer to him. I will conclude by saying he starts Monday.

Interested in social recruiting? Read our handbook...

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Recruiting, Sourcing Candidates, How to Hire


Erin Borgerson

About the Author

Erin is the Director of Marketing, Crisis Controller and Culture Ambassador (the last two titles she gave to herself) who joined the Hireology team in April of 2012. As a certified Inbound Marketer, Erin manages Hireology's marketing department, the Hireology Blog, and media relations. She is also a co-leader of the Chicago Hubspot User Group which brings together Hubspot users from around the Chicagoland area. Erin set off to Chicago after graduating from Western Michigan University. In her spare time she can be found shaking it in a Zumba class, reading a bestseller, or drinking a craft beer on her Wrigleyville porch.