The Benefits of Using Social Media Screening When Recruiting

Thank you FAMA for sponsoring this post.

When you hire someone and they turn out to be a complete disaster, you start thinking about ways to ensure that it doesn’t happen again. First, you have to figure out what went wrong and how you can fix it. The solution could be social media screening. According to a Pew Research Centre survey, 69 percent of Americans are on social media. The commonest social media platforms are Facebook, Twitter, Pinterest, Instagram, and LinkedIn.
Research shows that about 52 percent of organizations look at the candidates’ social media before inviting them for an interview. Soon, all organizations will be using social media to screen employees, and if your company isn’t, you better start. Active social media users share a lot of information that can provide a lot of insight into their goals, behaviors, personality, and lifestyle. You’d be surprised by the amount of information you can get from a person’s blog or Facebook page.

Why Use Social Media Screening?


With billions of daily users, Social media is one of the most popular communication platforms of our time. If used correctly, social media can be a very effective employee research tool. Here are some of the reasons employers should conduct a social media background check on potential employees.

Assess the Applicant’s Creativity


Social media provides an effective way of gauging the applicant’s level of creativity and curiosity. Just by looking at someone Facebook’s post, you can tell how curious or creative they are based on the type of content they post. They are likely going to be a good prospect if they post funny, thoughtful, and informative posts. If you are a design company where talent is key, check out the candidate’s Tumblr or Pinterest – they are popular platforms for showcasing talent.

Social media provides an effective way of gauging the applicant’s level of creativity and curiosity. Just by looking at someone Facebook’s post, you can tell how curious or creative they are based on the type of content they post. They are likely going to be a good prospect if they post funny, thoughtful, and informative posts. If you are a design company where talent is key, check out the candidate’s Tumblr or Pinterest – they are popular platforms for showcasing talent.

Is the Candidate a Good Fit?


As an employer, you can use the social media activity of an individual to determine if they are a cultural fit for the organization. Whatever people write on their social media timelines offers great insight into their real-life personalities. However, people should never be judged using a single social media post. If you see a post that you don’t like, try to contextualize – don’t just assume.

Are They Ambitious?


Whom the applicant follows at a personal level shouldn’t really be an issue. However, you can get crucial information such as their level of ambition based on the entities they follow for professional reasons. For instance, if the candidate follows professionals in a very specific niche, there’s a good chance that they would like to work in that field in future.

Red Flags


When you visit the social media page of a potential employee, you are looking for positive insights into the personality of the individual you are about to introduce to your organization. However, it’s only in a perfect world where all the information you find is positive.

In some cases, you’ll come across some red flags. It could be nothing; maybe you are just paranoid from a bad experience. But it’s so hard to ignore the facts. Lies — on the resume — and badmouthing of colleagues should be the deal breaker.

Fama can help your company to fill the gaps of information on your potential hires by taking advantage of their enormous public presence. Their solutions are tailor-made to meet your exact hiring needs while maintaining complicate with EEOC and FCRA. Let the experts do the social media background check on your behalf and shape your corporate culture.

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