A candidate's social media clashes with their resume. How can you navigate this recruiting dilemma?
Discovering a mismatch between a candidate's social media presence and their resume can be a tricky situation. To handle this effectively, consider these strategies:
How do you handle such inconsistencies in your hiring process?
A candidate's social media clashes with their resume. How can you navigate this recruiting dilemma?
Discovering a mismatch between a candidate's social media presence and their resume can be a tricky situation. To handle this effectively, consider these strategies:
How do you handle such inconsistencies in your hiring process?
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In my perspective, recruiters need to examine their social media for context and relevance to the role. If they progress, be ready to ask about their online presence in a neutral way in a scheduled 1-0-1 interaction platform. Post to which, reflect on whether their online behavior aligns with our company values. This will further enhance in weighing their qualifications against any red flags, focusing on overall fit. While doing this it is also important to keep a record of observations and discussions for transparency. This approach can help maintain professionalism while considering personal expression.
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Honestly, that's why we interview to begin with. Asking candidates open ended questions about walking you through their career progression, could immediately answer some of these inconsistencies. Sometimes, it's not as black and white as it seems. Not all work (per diem, freelance, pro-bono, etc) is listed on a resume, but it may be a part of their social media pages. Inconsistencies in and of themselves are NOT always a red flag or a "proceed with caution" situation. Remove bias from the interview process and have open and honest conversations with candidates. Allow them to tell their own stories! And you might be surprised how their side hustle enhances their ability to do this job well, with incredible skills not listed on their resume!
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A candidate's social media accounts are not their resume. I am aware that viewing the candidate's social media can give you a better picture of the "whole" candidate, but the resume/cv should be the primary source for vetting and hiring. If there is something on their social media that does not agree with company values or policies, be an adult and have an adult conversation with that candidate. People appreciate transparency and honesty. I have found that when I am transparent and blunt with a candidate, that they appreciate it a lot more than if I were to be vague. After all, isn't it our job to ensure they have the best candidate experience possible.
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If you have discovered the situation before the interview, prepare the interview′s focus to gather insights and openly ask for clarifications. Sometime it′s just a matter of style and communication. If you have discovered this after the interview, it is fundamental to open discussion again. Transparency & Ethics are a fundamental pillar of a professional relationship and part of a hiring decision.
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It's important to keep in mind that social media often shows a more casual side of someone compared to their polished resume. Take a moment to gather the facts and then chat with the candidate about any differences in a friendly, non-confrontational way. This gives them a chance to explain and shows you’re genuinely interested in their story. After all, people are complex, and their online personas might not capture their full professional selves. Ultimately, keep your focus on whether the candidate fits your company culture and values, and use this conversation to help guide your decision.
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