DO YOU EVER CHECK THE PERSONAL WEBSITES OF YOUR PROSPECTIVE HIRES?
As Hiring Authorities, it is our responsibility to research and gather as much information as we can about the Candidates we interview. The individuals we select will become a part of our Corporation. More importantly, the Candidate “WE” hire becomes a direct reflection of us personally because “WE” often make the decision to hire that Candidate!
The way our interviewing process has changed in the past few years has provided us with endless opportunities to gain insight into our prospective new hires. 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 select a few individuals based on their completed paperwork and conduct interviews. In these initial interviews it was crucial to 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 needed to decide whether to believe or not believe our possible new hire. Our final decision was then to proceed with the interviewing process or to file them in our “circular file!” (Our garbage can) 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 Profession as Hiring Authorities! Information can take place now in a matter of seconds! Employment applications, cover letters, resumes, references, etc., now can, and always are, all being sent to us before our interviews ever take place. The information we have before we even meet prospective 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 HR Professionals, we are given a list of names that we can contact for professional references. We also KNOW that the list we are given are names given to us BY OUR PROSPECTIVE HIRE! Therefore, of course we are EXPECTING that we will receive stellar references by these individuals.
As HR Professionals we are somewhat limited as to what we can and can not ask during the interviewing process. Therefore, any CREATIVE or INNOVATIVE ways we can gain insight into our Candidates we should utilize. As I mentioned earlier, OUR reputation is on the line with every offer we extend and get accepted!
Now, here is a creative and legal way to gain that additional insight into your Candidates. This is not something that many Hiring Authorities/Decision Makers are doing….yet!
There are only so many questions you can legally ask throughout the entire interviewing process. Have you ever thought to GOOGLE your prospective Candidates? This is a great tool especially once you have narrowed your search down to a few strong individuals.
When this was first suggested to me I thought it might be fun! It definitely was fun and it definitely was shocking! Job seekers don’t think that any one involved in their job search would take the time, or even think to Google their name. However, now that I have given you the idea…maybe they should use better discretion. Most people think of their Web Sites as “personal.” Typically, they are more personal. Unless, their prospective future employer 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!
When I am advising MY Candidate’s, I give them 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!
As an HR Professional, if you want to have some fun and gain useful insight…GOOGLE YOUR CANDIDATES!
