These websites and the information they contain are ‘out there' and for that reason to possess the debate if they ought to be accustomed to inform a recruitment decision is near to academic. The sites exist, the information is there, and individuals being individuals will take a look at the information whether this can be an approved component of an organization’s recruitment campaign or otherwise - indeed there's a disagreement that the more you drive it subterranean the harder it's to help keep the judgments legitimate and helpful. It appears in my experience those of more relevance is the debate about how exactly the information should be used. Interpretation data and making it something which notifies the recruitment judgment and spots potential is a component art, and part science. The ‘game' however is altering with new data becoming available and developing a part of the mix. Our capability to make use of this data smartly will be what separates us out in the ongoing search for top talent.
Here's sign: I participate in a couple of business forums, most famously HireScores.com career forums and some time ago read a debate a good IT/Search engine optimization provider. The original poster had an problem with the corporation and something of the supporting arguments from another poster was ‘look only at that man's social media profile - when they employ people such as this it's no surprise they're hopeless' (or something like that for this effect). Essentially the profile was certainly one of their developers who'd put something lower like 'I love my job with ABC Company - I get to fool around on the web all day long as well as get compensated for it.' Oddly enough the most of the debate was around how crazy it had been they employed someone with a mindset such as this. My take, however, was quite different, namely that this really is the type of guy you need to employ in an Search engine optimization role - he loves the web and likes to mess about with things both in their own some time and at the office. Now, clearly without further analysis either position might be true but the reason for the story is the fact that previous norms cannot be used when looking for the data learned from social networks. They're this - social - so the language and the attitudes are likely to be a little more enjoyable. If the guy had stated this in an interview I'd have marked him as getting poor judgment but reading through it on his webpage I get an image of somebody who likes focusing on the web (hmmmm, can't be all bad if that's the job). Thus a part of the capability to take advantage of this information is our capability to use the data properly and not receiving caught in stereotyping (a vital recruitment be careful) and setting it in context. It's also essential to consider time-frame. Once something is on the web it's available forever but that doesn't mean it's forever true. So show some judgment and ignore data that's five years outdated, published when the 21 years old graduate recruit was 16 and possibly a little bit less smart. But when somebody really wants to discuss the way they faked a couple of days sick recently simply because they were recuperating from the boozy weekend, you might like to take a look. In relation to the ultimate question - 'Is it fair to make use of this data?' - the answer needs to be 'yes'. Its self-revealed information put in the public domain by a person. There's sufficient press for people to understand this information is scanned by employers so the ‘rules' are obvious. For the posters, the message needs to be 'Consider that you'll be judged in what you post, so make sure you are in keeping with your values whatsoever occasions.'
Engage Wits N Skills for getting your social media strategy on recruitment. We can give you a hand by being an extended arm of your Human Resource Department when it comes to identifying the needs of your business.