We’re all familiar with the traditional résumé. A detailed presentation of the candidate’s education and work experience and perhaps the candidate’s vision of their career.
And this traditional résumé is very helpful.
If you are getting a ton of people responding to a job offer, I have an idea to filter those reaching for the position.
Let’s broaden the definition of résumé to include their social media presence.
Before interviewing someone, ask to see their LinkedIn profile, their Twitter page and perhaps even their Facebook page.
You should be able to view their LinkedIn page without being formally connected to them. The same with their Twitter account. They need to use their “real” name on LinkedIn, so you should be able to find them fairly easily. If more than one person with the same name comes up in your search, the address should help you zero in.
With Twitter, they may have a Twitter name that is different than their real name, so you’ll need to ask for it.
In order to see their Facebook profile, it’s likely they will have to accept you as a “friend” on Facebook. Maybe asking to be connected to them on Facebook is a bit of a stretch, but their LinkedIn and Twitter accounts are there for the viewing.
What will you find out?
If you’ve spent any time on Facebook, Twitter or LinkedIn, then you know what’s out there. Maybe you find your candidate does a great deal of complaining online. Or perhaps you find they are free in offering their assistance to others.
Pictures of drunken parties? I’ve seen them and cannot believe someone would post such, but hey, to each his or her own.
Whatever you find is going to tell you something about your candidate. If you like what you see, then you can move them on to the next step in the hiring process.
If the person doesn’t want to reveal any of their online identities to you, is that a good sign?
I’m calling this a “social résumé” because it’s another collection of information about our candidate. This information may be astonishingly negative; it may be a very positive force for the candidate. And likely all shades of gray in between.
Whatever you find, you’ll know more about your prospect. And knowing more before you hire someone is the best medicine when making hiring decisions.
As the law varies in each area, please check with an attorney to ensure you are applying these tips within the law.
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