Do you need to worry about your social profile as an hiring manager?


Do you need to worry about your social profile as an hiring manager?

Karen Lloyd employer, HR, Career...

Last week we looked at whether you should review a candidate’s social media accounts prior to interviewing or offering them a role.  

But, did you ever consider what research a candidate was doing on you as an interviewer?  It’s standard practice as part of a candidate’s interview preparation to find out more about their interviewer, and social media has become a natural go to as part of this research.

It’s as much about people as it is companies

People join companies, but they are interviewed by and work for people.  Generally, in these circumstances LinkedIn is the go-to tool.  The platform will give an insight into your background; sectors, work history, education all of which help a candidate understand your experience and where they can draw synergies.

You might also expect a candidate to research any public articles you have published as part of your role, statements made etc. that are connected to the company.

Beyond LinkedIn

Whilst you might expect a candidate to look at your professional online presence, some will also take a look at your Facebook, Twitter or Instagram profiles to discover a little more about you as a person, beyond the professional.

This can make some interviewers understandably a little uncomfortable.  It’s perfectly feasible to lock these profiles down, so make sure that your security settings are where you want them to be on each of these platforms.

Candidate driven market

Whilst you may choose to lock down your more personal accounts, it is worth remembering that in marketing, we are in a candidate driven market.  It is common for candidates to have more than one job opportunity open at a time, and they may have more than one offer on the table.  

Social professional profiles can help to sway a candidate’s decision making.  You can use these to raise your profile as a good boss and present yourself as someone who they would want to work for.

Here are our top tips to help:

A good photo - a first impression in a snapshot. If you are glaring or looking stern it is natural for someone to make assumption that you might be a harsh unapproachable manager, if you are smiling, you will look friendly and open.

Google yourself - even if your accounts are locked down,  it is surprising what comes up.  Any committees or charity work etc will come up. At least if you know what people are seeing, you’re forewarned and can choose to lock it down.

Reviews – asking your employees (old and existing) for reviews on LinkedIn gives people a real feel for your management style and what it’s like to work for you.  Don’t forget to reciprocate though!  

Articles – what you share can give a good insight into what you care about when it comes to a wide range of issues, including career development as well as broader marketing trends.  Don’t forget Twitter can be a good platform for this activity if you are happy to have a public profile.

Commenting – it’s easy to comment on others posts or Tweets and what you choose to comment on, as much as the comments themselves reflect your personality and concerns.

Glass Door – this is companywide, and you might not have 100% control.  However, it could affect recruiting in your team if reviews are negative, so work with your comms team, HR or whoever takes charge of employee brand to ensure any negatives reviews are tackled. 

The bonus is that these tips can also help your own career development.  When it comes time for you to consider your next move, a potential employer may well look at all these factors which will only benefit you in the long run.