Comments - How employers screen job applicants using social media - RecruitingBlogs2024-03-28T09:18:43Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1529266&xn_auth=noAside from the legal aspects,…tag:recruitingblogs.com,2012-03-21:502551:Comment:15330702012-03-21T16:08:29.079ZStephen Paredeshttps://recruitingblogs.com/profile/StephenParedes
<p><span>Aside from the legal aspects, social media outlets were not designed to grade talent so recruiters should not utilize it as such a tool. If organizations want to grade talent then they should implement assessments such as Kenexa ProveIt into their interviewing process. There is a science behind the assessments that can tell you more about your candidates then their Facebook page. Personally, I feel that no social media site should stop you from interviewing qualified…</span></p>
<p><span>Aside from the legal aspects, social media outlets were not designed to grade talent so recruiters should not utilize it as such a tool. If organizations want to grade talent then they should implement assessments such as Kenexa ProveIt into their interviewing process. There is a science behind the assessments that can tell you more about your candidates then their Facebook page. Personally, I feel that no social media site should stop you from interviewing qualified individuals!</span></p> Iagree with Courtney Hunt. If…tag:recruitingblogs.com,2012-03-16:502551:Comment:15313332012-03-16T15:45:38.882ZMarc Rodriguezhttps://recruitingblogs.com/profile/MarcRodriguez
<p>Iagree with Courtney Hunt. If you are declining candidates based on information gained from a social site, you are seetting yourself up for litigation.</p>
<p>Iagree with Courtney Hunt. If you are declining candidates based on information gained from a social site, you are seetting yourself up for litigation.</p> Of course Courtney and health…tag:recruitingblogs.com,2012-03-15:502551:Comment:15309322012-03-15T19:47:54.821Zjames nathanhttps://recruitingblogs.com/profile/jamesnathan
Of course Courtney and healthy discussion is what this site is all about. As it happens, I adamantly believe that the practice of asking for a persons passwords is wrong in every way, and if an employer asked me I would walk away from their business.<br />
<br />
I really appreciate you taking the time to read and comment on my thoughts.
Of course Courtney and healthy discussion is what this site is all about. As it happens, I adamantly believe that the practice of asking for a persons passwords is wrong in every way, and if an employer asked me I would walk away from their business.<br />
<br />
I really appreciate you taking the time to read and comment on my thoughts. If you're going to screen one…tag:recruitingblogs.com,2012-03-15:502551:Comment:15311052012-03-15T19:46:38.630ZAmy Ala Millerhttps://recruitingblogs.com/profile/AmyAla
<p>If you're going to screen one candidate's entire online life you better screen them all. Honestly I don't have that kind of time. I do a quick LinkedIn browse but no more than that.</p>
<p>If you're going to screen one candidate's entire online life you better screen them all. Honestly I don't have that kind of time. I do a quick LinkedIn browse but no more than that.</p> I guess we will have to diffe…tag:recruitingblogs.com,2012-03-15:502551:Comment:15308332012-03-15T19:25:11.496Zjames nathanhttps://recruitingblogs.com/profile/jamesnathan
I guess we will have to differ then. I used this image because it is a nice representation. There are a very many studies like this, all current which say the same thing and the numbers are roughly equivalent. Like what you think of reppler, but the data is correct.<br />
<br />
If a person makes their personal details open on the Internet for all to see, where is the legal issue for a company looking at it? I know I check out all my clients, business partners, candidates and potential employees in every…
I guess we will have to differ then. I used this image because it is a nice representation. There are a very many studies like this, all current which say the same thing and the numbers are roughly equivalent. Like what you think of reppler, but the data is correct.<br />
<br />
If a person makes their personal details open on the Internet for all to see, where is the legal issue for a company looking at it? I know I check out all my clients, business partners, candidates and potential employees in every way I can, and my clients all do too. Why wouldn't they?<br />
<br />
There are many also recent cases where employers are not allowing offers to be made until a candidate submits their Facebook password before hand.<br />
<br />
My point of the post is simple. Use social media in a positive way to build a personal brand and be well aware that what you put on the Internet is open for the world to see and do with as they please would anyone consider to inte…tag:recruitingblogs.com,2012-03-15:502551:Comment:15306502012-03-15T15:39:59.075ZRaphael Fanghttps://recruitingblogs.com/profile/RaphaelFang
<p>would anyone consider to interview candidates with the privacy setting to prevent other people from view them? Also there are people who don't use their real name on facebook and would you think that they have something to hide?</p>
<p></p>
<p>would anyone consider to interview candidates with the privacy setting to prevent other people from view them? Also there are people who don't use their real name on facebook and would you think that they have something to hide?</p>
<p></p> I love this for the meet the…tag:recruitingblogs.com,2012-03-14:502551:Comment:15300672012-03-14T23:23:12.639ZBill Schultzhttps://recruitingblogs.com/profile/BillSchultz
<p>I love this for the meet the parents pic. Reppler is a scary company as is Rapleaf. My advice is to opt out. </p>
<p>I love this for the meet the parents pic. Reppler is a scary company as is Rapleaf. My advice is to opt out. </p> Great article and right on th…tag:recruitingblogs.com,2012-03-14:502551:Comment:15303122012-03-14T23:03:47.960ZDezzi Rae Marshallhttps://recruitingblogs.com/profile/DezziRaeMarshall
<p>Great article and right on the money, James!</p>
<p>The first thing I do when I see a promising resume come across my desk is do a Boolean search on the candidate. After all, it's my responsibility to do my due diligence on behalf of the client and vet the candidates that I deem a good fit for a role, not just in terms of skillsets but culture fit as well. I usually glean a lot more from what I find on social media platforms than I do from a best-foot-forward interview and reference…</p>
<p>Great article and right on the money, James!</p>
<p>The first thing I do when I see a promising resume come across my desk is do a Boolean search on the candidate. After all, it's my responsibility to do my due diligence on behalf of the client and vet the candidates that I deem a good fit for a role, not just in terms of skillsets but culture fit as well. I usually glean a lot more from what I find on social media platforms than I do from a best-foot-forward interview and reference checks. </p>
<p></p>
<p> </p> complete pleasure Tim, thank…tag:recruitingblogs.com,2012-03-14:502551:Comment:15295972012-03-14T14:34:39.714Zjames nathanhttps://recruitingblogs.com/profile/jamesnathan
<p>complete pleasure Tim, thank you for having me</p>
<p>complete pleasure Tim, thank you for having me</p> Trust me James...I am a proud…tag:recruitingblogs.com,2012-03-14:502551:Comment:15299442012-03-14T14:26:34.918ZTim Spagnolahttps://recruitingblogs.com/profile/TimSpagnola
<p>Trust me James...I am a proud geek. ; ) Thanks for sharing interesting stuff and certainly the direction where things are heading.</p>
<p>Trust me James...I am a proud geek. ; ) Thanks for sharing interesting stuff and certainly the direction where things are heading.</p>