How Social Media Screening Can Lead to Efficient Hiring Process

Post Provided By Fama, a social media screening company 

Almost everyone has a social media account, nowadays. This year, Facebook reached more than two billion active users. Social media users are also very open to sharing their activities, preferences and even opinions. Because of this new trend, human resources managers make their company’s hiring more efficient through social media screening.

In 2017, about 70-percent of companies use to screen candidates base on the latter’s online presence.

Using Social Media to Hire the Right Candidate

Years ago, screening candidates were a slow process that requires a lot of background check and numerous layers of interviews to ensure that the applicant is a perfect match for the company. Then, came social media. Along with it, the opportunity to pre-qualify the candidate just by analyzing the things he posts on his social media page.

When done correctly, a social media background check can help you learn more about a particular candidate than an interview. Fama, for instance, helps companies screen their potential employees by analyzing their social media profile and overall web footprint. Using publicly available information about a person, Fama can help organizations to hire smarter.

So how does it lead to efficient hiring process? Here are five essential cases why social media screening works for both the employer and employee:

Case 1: Learn About the Applicant’s Aspirations

Social media can tell you a lot about a person including about their dreams and aspirations. Persons who are particularly engaged in a specific niche or industry, as reflected by his web footprint, likely means that they want to develop their career in that area. Thus, it can be a good indicator of how driven that person can be in a specific position.

Case 2: Gain Insight into the Candidate’s Abilities

Managing different social media accounts and leaving a good impression takes several skills, especially in the area of communication. How a person interacts using social media can also tell a lot about their creativity and organizational skills. These attributes are quite crucial for industries such as publications and other media outfits.

Case 3: Highlight Recommendations and Good Performance

A resume only says a portion about the applicant. You are likely to find out more about a candidate through social media channels. LinkedIn, for example, has recommendations feature where applicant’s can solicit feedback from his or her past employers or co-workers. Hence, allowing companies a better insight to what they could expect from the person they potentially want to hire.

Case 4: Determine Cultural Fit

Corporate culture plays a significant role in the success of any company or organization. As such, businesses want an employee who shares their vision and accepts their work culture.  A person’s tone on social media is often reflective of their personality in real life. For example, a candidate who usually likes to joke and converses a lot online may be a good fit for customer service role; but not on task-oriented functions such as an analyst.

Case 5: Allows Checking of Red Flags

Everyone has a skeleton in the closet, and some applicants wouldn’t want companies to find them especially if it risks their chances of getting a job. Social media can help you find specific red flags you want to avoid when hiring someone. Incidents of continually complaining about previous work or being dragged in heated exchanges in social media are some of the critical red flags.

Historically, companies who take advantage of the latest technology often dominate their competition. Social media screening is now a norm, and those who haven’t integrated it with their business operations are missing a lot. Is your company one of them?

About FAMA

FAMA is a social media screening company that provides tailor-made services to businesses looking to hire. With their artificial intelligence platform, Fama saves companies time to provide thorough insights based on candidates’ online presences, all in compliance with EEOC and FCRA.