From Social Media

Video Interviewing’s Hidden Benefit: Destroying Prejudices

6219aa32-7e83-41d2-9ac3-46da700dcdc1.jpgI will skip over the standard praise for video interviewing (faster, cheaper, more revealing) that dominates the majority of the posts about the subject and get right into a secret power video interviewing has that is beneficial to both employers and candidates.  Video interviewing can destroy our preconceived notions of a job candidate and that’s good for everyone involved in the hiring process. Continue reading “Video Interviewing’s Hidden Benefit: Destroying Prejudices” »

Content Overload: Are We Really Providing Value?

Take all the data created from the beginning of man, every scroll, painting, book and scrap of music, up until 2003, digitize it, and you would have around 5 exabytes of data.  Five exabytes equals five billion gigabytes!  That’s really a lot of data!  Amazing though that may seem, even more surprising is the fact that we now create five exabytes of data every two days!  In fact ninety percent of all the world’s data has been created in just the past few years! Continue reading “Content Overload: Are We Really Providing Value?” »

Top Reasons your Social Profile could be Hurting You!

Social Media Monitoring Server, Reppler, conducted a study recently and found that 91% of recruiters and hiring managers have visited a candidate’s social profile on Facebook, Linkedin or Twitter as part of the screening process.  This figure is much higher than I suspected and it demonstrates the due diligence many recruiters are using in trying to find the best candidates.  Maybe even more surprising is that 69% of those surveyed admitted to rejecting a candidate based on the content found on their social profile, while an almost equal number hired a candidate based on their positive social presence.

Here are the top reasons why a candidate was rejected and ones to which all job seekers should pay attention.

  • Lied about their qualifications
  • Posted inappropriate photos/comments
  • Posted negative comments about their previous employer
  • Demonstrated poor communication skills
  • Made discriminatory comments
  • Posted content of themselves using drugs

With competition for jobs so intense, don’t many of these blunders seem too obvious to make, or are job seekers underestimating the screening process of the companies to which they’re applying?

I’ll admit that I didn’t realize so many managers were reviewing these sites, but a candidate has to understand that a search of their social profiles could happen and that pictures of them partying at the local watering hole are not going to paint the flattering image of a good employee.

Candidates need to be conscious of the fact that their profiles are not off limits to everyone but their friends.  Your profile is a glimpse into your private life or rather the real you, not the dedicated, hardworking employee you portray during the face-to-face interview.  You may look great on paper, in a video interview, or even in person but if company XYZ has a choice between choosing a guy whose Facebook pictures show him crossing the finish line of a 15K or you crashing through a pyramid of beer cans, which job candidate is going to get the job, much less the interview?

So in looking at the top reasons above the moral of this story is simple.  Don’t lie, don’t bad mouth your past employer, don’t do drugs, and for heaven’s sake, curb your racist tendencies or better yet just don’t be a racist at all!  Or at least don’t advertise it on the internet.

Online criticism from your employees? What do you do?

Recently the National Labor Relations Board filed a complaint against Hispanics United of Buffalo after they fired five employees who publicly aired their grievances about Hispanics United’s working conditions.  The incident started when an employee stated on their Facebook page that other employees did not do enough to help the nonprofit organization’s clients.  This prompted a barrage of comments on Facebook by five other employees who defended their work ethic but also criticized issues within the company.  These five employees were subsequently fired, allegedly because their Facebook comments were considered as harassment of the employee who posted the original comment.

The National Labor Relations board believes the dismissed employees were fired unfairly.  They contend the Facebook conversation is protected under Section 7 of the National Labor Relations Act because it involved a conversation among co-workers about their working conditions.

Michael Schmidt, an attorney at Cozen O’Connor in New York City, says that employers should enforce internal policies that prohibit harassment, but he would be concerned about any policy that “chills” the right to air workplace issues with co-workers through social media.  This is apparently just the tip of the iceberg as the NLRB has social media cases pending in all its Regions.

So what would you do if your employees had a frank conversation with one another about their workplace grievances on Facebook or another social networking site?  Is it fair they can air your company’s dirty laundry provided that it is done amongst co-workers?  With job satisfaction at an all time low, can we expect more of this?

How to recruit with Social Media

Recently I attended a very cool webinar and virtual expo held by the American Marketing Association. The agenda of the seminars focused mainly on successful means to market your brand and remain in touch with your customers through social media outlets such as Facebook and Twitter. While I admit to having both a Facebook and Twitter account to stay in contact with friends, I knew little about how to employ these social services for the benefit of our business.

With the advent of Twitter, Facebook, and the more business oriented Linkedin, I began wondering how to harness these social networks and reach out to millions of job candidates.

In her article, “How to use Social Media as a recruiting tool” Tiffany Black lists ways to use Linkedin, Facebook, and Twitter to reach potential job candidates.

    • You may post jobs in Facebook’s Marketplace for free however you can’t target it towards a specific group of people


    • Create a Corporate FB page and post your jobs in the news feed for your followers to see.


    • Similarly, create a Twitter account. Amongst posts for your products you can also “Tweet” about open job positions.


  • Linkedin allows you to purchase postings for a small cost, however you can post your job openings in your Network Activity for free. The added benefit is you can check out a candidate’s Linkedin profile if you find a suitable one.

In addition to advertising your open positions, social media is a great way to review your candidates. By reviewing your candidates’ Linkedin and Facebook profile not to mention their Twitter posts, you can get a good sense of the type of candidate you might be hiring.

The real challenge to effectively using Social Media as a recruiting tool is getting your Corporate profile and Tweets in front of those actively seeking work. In other words, your posts and Tweets are no good if no one is reading them. More on that later.

Ryder Cullison

Execuserve Corp.