Site icon SmartRecruiters Blog

How to Evaluate a Candidate’s Facebook Profile

Facebook is the world’s largest social network. It’s where more than a billion people go to connect, share, and reflect. For recruiters, Facebook provides the world’s largest database of candidates the world has ever known. Just like a LinkedIn profile, a Facebook user’s profile provides insight into your potential employee’s work habits, skills, and qualifications, and culture fit. Companies who are government contractors should be cautious as the OFCCP provides specific guidelines when recruiting on the internet or online. Understanding these guidelines and the required reporting as part of a company or location’s affirmative action plan includes recruiting data on Facebook which is why using tools like SmartRecruiters can be so beneficial. SmartRecruiters offers OFCCP reporting data.

For those recruiters who are recruiting on Facebook, it’s easy for recruiters to get overwhelmed or distracted by information and details that can get them in hot water.  Here are 4 do’s and don’t when evaluating a job seeker’s Facebook profile.

Facebook like any other tool is only as good as the candidate and the recruiter who use them.  Recruiting, sourcing, and hiring on Facebook can provide positive recruiting results but only if used wisely.  Most importantly, use this blog post to customize a candidate profile evaluation process document for others, including yourself as the recruiter to follow.  A document like this helps to create consistently among your team while clearly defining the objectives when searching closed social networking sites such as this.

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. When she talks, people listen.  Also, connect with her on Pinterest @blogging4jobs. Photo Credit Facebook.com/Zuck/Info