….”He was qualified and educated but proved to be a disastrous hire!!”
Are you a business owner or an HR consultant who had a similar experience of hiring a well qualified millennial and found him to be a wrong choice later?
Hmmm….then this article is a must-read for you.
We all know that while vetting potential employees for a place at your company, it’s important to research all types of data available. Without compiling a comprehensive profile of who employees are, it’s likely that one or more sources contained information vital to making informed hiring decisions.
So is there any methodology with which we can make better hire decisions?
Yes, there’s a technology that could be a blessing in Screening Young, Millennial Applicants for Work.
As the Social media contains troves of information that you can use for vetting applicants, as everything that’s posted comes directly from the mouth – well, fingers – of their self-named accounts’ owners. Yes, we are talking about using social media screening for millennials, by far the easiest group of people to vet for employment using such platforms. Over 90 percent of millennials, in this case, those ranging in age from 18 to 29, own at least one social media account, be it Twitter, Instagram, LinkedIn, or Youtube.
Let’s look into this effective methodology of weeding out potential employees with few benefits to offer, particularly millennials.
When screening employees using largely similar sets of data, you should always employ a rubric or other objective means of gauging applicants’ suitability to work for your organization. Since this article covers social media screening, develop a means of working your way through applicants’ profiles.
You must be thinking…What if the applicants’ social media pages are private??
If so, it’s difficult to skim information from their social media presences. One means of getting around this is directly asking applicants to remove privacy restrictions on their profiles. With this heads up, they could hide only certain information or delete all posts and pictures that could reflect negatively on them. Another similar request is to require them to accept your follow or friend request, making clear you’ll revoke the follow or friend request after inspecting their profile.
In the event you can’t get around their social media privacy blocks, you might have to accept the fact that screening them through social platforms likely isn’t ideal. Lastly, include in documentation provided to potential hires prior to interviews that your organization may be unwilling to hire candidates in the event social media pages are private.
And don’t ignore blogs and video sharing sites….Ask me WHY??
When most people think of social media, Twitter, Facebook, and Instagram pop to mind. However, blogs and video sharing sites are very much social media, although not the most traditional instances of social media profiles.
You might find that an applicant streams video games online and often speaks inappropriately, or is difficult to get along with. Similarly, blogs might contain sexual or otherwise explicit material. In both cases, it’s largely advisable to hire somebody other than the above two examples.
A must check: Information that reflects negatively on applicants
Young people often make the most mistakes – it’s a fact of life – including what they post on social media. There are two types of information that generally suggest one will prove unprofessional in the workplace: posts including legal drugs, alcohol, and bad language; and hate speech, posts with violent overtones, or those admitting to or suggesting being engaged in criminal behaviors.
The latter of the two is totally unacceptable. You should never hire anyone posting using racist, sexist, or otherwise discriminatory language, or suggesting they engage in violence or criminal activity. However, because young people are more likely to care less about what others think and subsequently post information about parties, tell dirty jokes, or use curse words, it’s OK to let these things slide, to an extent.
Now you must be thinking that what If you can’t take on the task of social media screening yourself, then I would suggest looking to a social media screening agency like Fama to take care of the job for you. Although you can choose any such agency, Fama has several years in the business, is FCRA and EEOC compliant, and completes work quickly.
Trust me, Fama’s artificial intelligence platform can provide you the insights you need in a matter of moments. Agencies like Fama can find the needles in the online haystack that humans cannot.
I hope it helps to make better and well informed hiring decisions.
Happy Hiring Guys!!