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Every day millions of new applications and resumes flood the online job marketplace and company inboxes around the world. The process of applying for jobs has completely changed thanks to the internet, and so have the practices of hiring.
While there may no longer be a need to physically print out a resume and hand it to each organization in which an applicant is applying for, there is still a great need to make sure their online reputation and what comes up in the search results represents them well.
With all of this in mind, it’s important for both organizations and applicants to understand the consequences of not having a squeaky clean online presence. As millions of people are out of work and applying for what seems like nearly every job position possible, brands can quickly find themselves overwhelmed with more applications than they can physically get through.
This is where online assessments can come into play and make the whole process a lot more seamless and automated.
Quick Tips for Pre-Screening Hires Through Google
One process that shouldn’t be outsourced or automated, is to do a quick run through of what can be found online in Google and social media. Before jumping into our list of professional hiring tips, be sure to consider the following tasks before moving forward with any in-person interviews or follow-ups.
- Search for potential hires names through Google to see what comes up. In most cases, you will find matches with thousands (if not millions of results), which can make this process a bit time-consuming or uneventful. However, to increase your chances for finding the exact individual you are looking for, make sure you type in all variations of their name (Mike/Michael) as their “online name” might not be the same professional name they use on their resume.
- When using Google for applicant research, also utilize the “News”, “Video” and “Images” search tabs to find any other personal content that might not appear within the actual search results. Such content that might be displayed in these sections can include criminal records, public news on the individual, YouTube video channels and also profile images from social media.
- Outside of Google, it’s also important to run name searches on popular social networks like Facebook, Twitter, and LinkedIn. Again, these profiles pages might not be setup with the exact name as the application that were provided to the company, so this may require some extra work.
Now that we covered three of the most basic steps for doing a preliminary search on potential hires, we should now cover professional hiring tips that every organization and agency should abide by. These hiring tips aren’t just based on internet-based applications, but best practices that should be used across all platforms and industries.
Sort Applications Based Off Experience and Expertise
The most important thing to look at when trying to find the perfect hire for a job is their expertise and experience in your industry. At the same time, it’s important to realize that you are going to get a wide range of applications — many of which that may simply be a waste of your time. (not applicable)
While most applicants will have a general idea on the type of position they are applying for, many may require additional skills training to fit perfectly within your organization role. This is where prior experience does go a long way. Through the use of online assessments and skills training, it can be more cost effective for an organization to hire someone at a lower salary with lesser experience, versus hiring someone at max pay who is an expert in the field. This, of course, does come down to the actual position and how much a company is willing to pay their employees.
LinkedIn and Work References
One of the first things that should be done when looking up potential hires online is to find their LinkedIn profile pages. Be sure to scan through all of their information, work history and recommendations from others. While LinkedIn isn’t a make or break deal, it definitely shows a good work ethic if their pages are constantly updated and have active connections with others in their same industry.
At the same time, it’s also important to not to put too much trust in anyone’s ‘online recommendations and references’ as they can easily be manipulated through friends, co-workers or online content. The best way to make a solid decision on all potential hires is to follow up with real phone calls to any/all previous employers and ask any questions that you might have.
Social Media Comments, Updates, and Associations
As mentioned at the beginning of the article, gone are the days of printing out your resume and handing them in through a one-on-one meeting. Now everything is done online and if a company is smart and has a real hiring process in place, applicants would also be passed through an online assessment process. This would allow for a quick pre-screening of applicants to make sure they are qualified for the position in which they are applying.
With all of that being said, another important component of the online hiring process is to make sure the internet and social media doesn’t tell a different story. Even though employees work during the day and leave to go home at night, that doesn’t mean what happens on the internet isn’t relevant. For example, would you want to hire someone to represent your company, then find out on their personal time they are sharing inappropriate pictures on social media or are doing anything online that could come back and hurt your brand in a negative way? Of course not.
For this reason and many others, it’s extremely important to not only check for your potential hires social media accounts and associations online before hiring but also to keep an eye on them while they are active employees as well.
Know the Right Questions to Ask
When it does eventually come time to make a short list of potential applicants that you’d like to bring in for a full interview, make sure you know what questions to ask. Here is where your prior research will come in handy. Make sure you don’t ask all candidates the same general questions. Instead, come up with original questions based off the information you came across while searching each candidate online.
Here are some typical questions you may want to ask.
- The internet is a fast-paced industry. Where do you see yourself in the next 24-36 months?
- How can your previous job positions and industry contacts help you accelerate your career?
- Is there anything we need to know about your online presence and social media activities?
- Why did you leave your previous employment and what made you apply for our company position?
The more you know about your applicant, the better hire they will be. At the same time, also allow your potential hire to ask any questions they might have as well.
How Online Assessments Can Help with the Hiring Process
As technology continues to change the way businesses and brands hire around the world, it’s more important than ever to streamline and automate the process. Through the use of online assessments, pre-hiring testing, and skills training, organizations are quickly saving time and becoming more productive when it comes to hiring.
To learn more about how your organization can start using online assessments to get more done, click here to setup a free trial account or get in touch with the Testofy.com support team to ask any questions you might have.