HAVE YOU EVER GONE TO THE PERSONAL WEBSITES OF YOUR CANDIDATES?
Published on 4 Dec 2006 at 10:09 pm.
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HAVE YOU EVER GONE TO THE PERSONAL WEB SITES OF YOUR CANDIDATES?
As Recruiters it is our responsibility to find out as much information as we can about the Candidates we represent. In the past we were able to read information from their resume, review their application and ask initial questions on the phone. The next step was to interview each Candidate and ask as many detailed questions as we could in a short period of time. If clarification was necessary, or discrepancies were discovered, then it was our responsibility to investigate the information that was given to us. At that point, we then needed to decide whether to believe or not believe our prospective Candidate. Our final decision was to decide to represent the Candidate or to file them in our “circular file!” (Our garbage cans) In other words, enter them in to our Database as inactive.
As we are all aware, to state the obvious, Technology has completely changed our Recruiting Profession! Information can take place now in a matter of seconds! Employment applications, cover letters, resumes, references, skill sheets, etc., now can, and almost always are, all being sent to us before our interviews ever take place. The information we have before we meet our Candidates is extremely beneficial because it enables us to use more probing questions based on the information we already have from their initial paperwork.
Reference checking is mandatory! As Recruiters, we KNOW that we are provided a Candidate’s list of Reference Names BY OUR CANDIDATES! Therefore, of course we are EXPECTING that we will receive stellar references by these individuals. Occasionally, you’ll get a surprise and a reference will make a negative comment – let your Candidate know. Think again about representing this Candidate! It is a major red flag that they were the ones who GAVE you those names!
Now, here is another way to gain insight into your Candidates! This is something that not many Recruiters have done…yet! There are only so many questions you can ask your Candidates throughout the interviewing process. Have you ever thought to GOOGLE your prospective Candidates?
When this was first suggested to me I thought it might be fun! It definitely was fun and it definitely was SHOCKING! Candidates don’t think that any one involved in their job search would take the time to Google their name. However, now that I have given you the idea you might be “Googling!”
Candidates think of their Web Sites as their “personal” information. Typically, they are personal. Unless, their Recruiter decides to investigate in order to uncover un-edited and honest information.
I personally have found information on some of my Candidate’s Web Sites that actually made me BLUSH – with so many years in our profession, it takes A LOT to make me blush!
I will give Candidates a “RULE OF THUMB”….if you would not want your Mom to read something on your Web Site, then don’t put it on there!
Better yet, if you don’t want your Recruiter to read something on your Web Site, then don’t put it on there!
If you want to have some FUN AND GAIN USEFUL INSIGHT…
GOOGLE YOUR CANDIDATES!
