Social media is unarguably a phenomenon. At the turn of the millennium, no social networking site akin to those of today were available on the Internet. Myspace was the first “true” social media platform and started in 2005. Although it quickly succumbed to the power of Facebook and other sites, Myspace was a pioneer in social media.
Today, Instagram, Twitter, Youtube, Facebook, and other platforms reign all of social media. While most people use such sites to keep in touch with loved ones, friends, and associates – many using it to meet new people – businesses are increasingly utilizing social media to screen candidates.
Artificial technology in the form of computer programs is used by many companies, businesses, and firms to weed out unpromising, inappropriate candidates. Frrole’s DeepSense is such a program, relying on absolutely zero human input – outside of which profiles to screen, of course – to provide information integral to the hiring process.
DeepSense is different from most other artificial intelligence screeners in that it creates personality assumptions based on posts, interactions with others, shared material, likes, retweets, and much more. The program is so advanced that it guesses what type of media one prefers, including how others should interact with individuals in question.
Whether you use programs like DeepSense or social media screening firms like Fama to accelerate the hiring process, you should be careful in implementing such practices. Let’s look at several tried-and-true means of implementing social media screening practices.
How Does Social Media Fit into Your Business?
Not every business hires the same way as one another. Some prefer individuals with certain characteristics, while others don’t even look for those personality traits. You should first figure out how social media screening fits into your business’ hiring process.
In providing paperwork to applicants, share with them that your entity will likely screen their social media profiles if found. Make certain that individuals in human resources dive through applicants’ pages, rather than individuals that actually make hiring decisions.
Further, utilize social media screening processes that are set in stone.
Don’t Switch Up Screening Practices
Always follow the same guidelines for screening individuals. Even if you feel it’s not necessary, allocating identical or similar amounts of time to each applicant’s page will result in treating applicants fairly.
Employees Must Be Trained to Screen
Let’s say that an employee screens 50 profiles. She might browse through some pages’ walls for 10 minutes, and not pay any attention to others, opting to look through profile pictures.
It’s prudent to train employees to screen without letting bias influence their decisions. Regardless of how professional, nice, or knowledgeable one appears online, employees should know to treat them identically.
Any Adverse Characteristics Need to Be Documented
Social media profiles change on a regular basis. Individuals can erase posts, edit them, and even delete their profiles. As such, any negative characteristics or qualities that remove individuals from hiring consideration should be documented using screengrabs or physical page prints.
Such adverse marks should be kept on file for several years, alongside any written marks employees and other screeners provided on pages under consideration.
Don’t Ask for Passwords
Asking for passwords is often against the law. Besides, it rushes applicants away from being interested in your business.