re: HR/employers/big shots: What do y'all do re: potential employee's social media?

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If you search by name how do you know the applicant is the person you find when searching? Surely more than one person can have the same name.

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Funny thing:
If you search my first and last name, a professor comes up with a PhD who has my exact name and is in the exact same field as me/has the exact same degree. I only have a master's.

Well, if I have a resume I usually also know what city and state that person lives in and that usually narrows it down. The resume also has other identifying characteristics - college attended, past places of employment - that can let me know I found the right person.

Also when I use pipl.com, I search by email too and that only connects to the specific person.

It's obviously harder to check out a "John Smith" in Birmingham, AL but if that person has a good resume and passes the phone interview I will still call them in for an in person interview even if I can't find anything online about them.

I really only check social media and Google to see if there is something that will automatically take them out the running - IE pics of drug use, porn, arrests, bad mouthing an employer, etc.

If they get an offer, it is contingent on a background check anyway so something really bad will get discovered eventually.

Pictures of drinking, tailgating etc. will never make me cut someone. Unless it's something like the applicant passed out in their own vomit or something.

When I use it I'm basically looking to see if they present themselves in a professional manner.....

I use it on my nursing candidates all the time, especially when my nurses are up for counseling related to on site personality conflicts.

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L S Usetheforce
HR/employers/big shots: What do y'all do re: potential employee's social media? When I use it I'm basically looking to see if they present themselves in a professional manner..... I use it on my nursing candidates all the time, especially when my nurses are up for counseling related to on site personality conflicts.

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You are someone nobody would want to work for. Professional manner on FB? Really, worry about qualifications work history, and education. "Counseling related to on site personality conflicts" wtf on site meaning at work conflict or on FB conflict. Lordy, you remind me of this dude who worked for me and told on one of copilots because he drank three beers at dinner and then wanted me to terminate the guy for moral reasons because the birth of his child didn't jibe with his marriage date
You work for people and within reason personal means personal, showing up on time, not talking out of your arse and doing your job are what you get paid for. Your view is more like ownership and we settled that one in 1865

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What is your reaction(as an HR person), when you search a potential employee, and they have absolutely no social media history? Do you presume they're hiding something? As far as indicators go, does it have a positive, negative, or neutral affect on you moving forward?

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I'm not an HR person, I'm a sales manager who hires reps to work for our different locations. As far as no social media at all, it kind of depends. If I know - from the resume - that the person is older (over 35-40), I wouldn't find it odd at all. My husband doesn't do social media at all. Now, someone younger? I might find that a little odd but it wouldn't make me pass on a candidate.

I actually find it a positive when I find someone's Facebook or Twitter and it's locked up tight. That's how I keep my social media because that is my personal life and I keep it separate and private. I don't friend coworkers and I don't think it's my bosses or my reps business. It lets me know that person is cognizant of the pitfalls that can come with keeping your online activity completely open and makes me think that person as less likely to embarrass the company or themselves all over the internet.

A lack of cyber footprint or a locked up online presence will in no way make me dismiss a candidate.

The only thing that will make me pass on a candidate as far as social media or online presence is outright negative things - drug pics, bad mouthing an employer, etc.

One thing I would recommend. In my industry you can get a lot of good information from industry leaders on social media, Twitter especially. I have a business Twitter and Facebook that is separate from my personal accounts. They are both completely open because I only follow others in my field and only post things about the industry. I find it a very positive thing when a candidate has that type of online professional presence. It tells me that person is interested in their field and keep themselves educated and up to date on what is happening in their industry. That's something that can put you above another equally qualified candidate and I actually encourage people to include that on their resume. A lot of hiring managers - especially in technical fields - like to see someone is up to date on all forms of technology.

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shutterspeed

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Thanks. Sorry if I'm long winded.

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Do you check check all of their accounts? What do you look for in them? What are some positive and negative things that stand out?

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Personally I don't give a crap and never check beforehand, since I don't want it to bias me one way or the other.

I am a good interviewer and screener, able to quickly assess skills, accomplishments, and cultural fit.

If somebody is a top candidate with a track record of success, then I really don't care what they do away from the office. Some people can work hard and play hard too.

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BamaChick

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FB: I don't ever post about work. I've mentioned, at worst, that a stressful week was in the books, but nothing with the employer specificially. I also post tons about sports, so . Nothing politically.

eta: this thread is very insightful

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How do you feel if he is not on face book, twitter, etc.

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In my last interview, my boss asked me if I had a Facebook and when I said no he was thrilled and said that was definitely a plus.

I try to scan candidates social media after an eye opening experience about 5 years ago. I was just about to offer a middle aged woman who had interviewed well and had great references. On a whim I thought to myself, wonder if she's on FB? I checked and her FB was full of racists and hateful posts. She was damn near a white supremacist. So, I learned she was not only a racist, but an ignorant fool and moron as well. Sometimes a quick glance at FB can reveal alot about a person's character and who they really are. They may have all the skills I'm looking for, but not the right "fit" to be a part of my company.

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We looked up the nams on FBI

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Damn, where do you work?