…or should they voluntarily make hiring decisions based on limited information?
Here’s a sampling of feedback I got since publishing my “Using Twitter to Screen Job Candidates” post yesterday:
- “Eeeeh bad idea. I am not my social media account. My talents aren’t the same as my tweets.”
- “The rules of the world we live in should be broken. Next, HR will be monitoring our grocery list…”
- “Sure, life needs to balanced but that’s not the same as companies making a decision based on something found on twitter.”
- “It’s intrusive. Online data, like a resume, doesn’t always paint an accurate picture.”
- “Nope! Let people have a life & interview them.”
- “Aaron is an idiot!”
For better or worse, we live in a very different world compared to 5 years ago when jobs were plentiful, Facebook was for college, and Twitter wasn’t even around.
For some folks, they long for the days when they could go to work at their secure 9 to 5 job and then go home and say racist, sexist, stupid, or offensive things online. Others are not confident with their online personalities. Still others are hoping to get a position they aren’t truly qualified for.
Times have changed.
In an increasingly connected world, smart business leaders, sales reps, recruiters and other relationship driven positions will connect with clients and partner groups through social networking. We live in a transparent world now and if you do anything personal on behalf of a brand or company, your actions on public social media sites may harm your team.
So why shouldn’t I and other business leaders use Twitter to screen candidates that will be using Twitter to develop new business? Candidates can learn about a modern company prior to making a career decision, why can’t companies learn about their candidates too? Isn’t that how the best relationships form? Mutual interest?
It’s just too risky to hire the wrong person. It’s time that transparency goes both ways.
Please share your rational thoughts on this.
Have a great night,
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