The challenge for recruiters these daysbesides having positions to recruit foris that the old ways to judge candidates aren’t working anymore. When once it was a challenge to find a candidate from a top university with experience at top companies in the field, now a quick Google or Linkedin search brings up hundreds of candidates.
Clearly, we need to narrow the field even more.
Boris Epstein, CEO and Founder of BINC, a professional search firm, came up with a list of criteria for judging potential recruits. On Mashable.com he writes: “If all else were equal, like education, work history and general skill set, and I had to evaluate the social media footprints of two candidates to determine which one of them I would contact, which one would I contact and why?”
On LinkedIn, he’d choose the person who:
- Has genuine recommendations from peers, managers and colleagues
- Has the more complete profile
- Is a member of more groups pertaining to their respective field
- Has a picture
- Lists interests, hobbies and other information related to their life outside of work
- Participates and highlights their involvement in non-paid projects related to their field (open-source, community, volunteer, conference)
- Updates their status more often
- Asks and answers more questions
- Links to their employer, blog and other projects of interest
- Has the larger network
There are criteria for other social media too, at the original post. This is not only a great resource for hiring managers and recruiters navigating the web2.0 landscape, but for all jobseekers who might want to brush up their online profiles.