Momentum for a 4-day working week is growing -- with significant hardship these past years, many people have re-examined what is important in their life.
In addition to one’s resume, references and cover letter, it’s become commonplace for HR leaders to evaluate job candidates based on their social media. After all, that’s the easiest way to get a snapshot of a person in 2022.
“As a general rule, we do check a candidate’s LinkedIn profile,” Danny Speros, vice president of people operations at Zenefits, a San Francisco-based HR tech firm, told HRD. “We’re seeing people use the platform to post personal anecdotes, such as outside-of-work announcements, as well as work-related content. LinkedIn is better for this balance of contributed content and is much more in line with how we live our lives today.”
What HR leaders look for on a candidate’s social media accounts may vary. Perhaps they want to see if there are mutual connections, if they’re alumni of the same school, if they’ve played sports, you name it. But they’re also performing due diligence, ensuring that the potential employee hasn’t posted anything that would be considered offensive, discriminatory or harassment. That includes, but is not limited to, language, images and messages that are racist, sexist, homophobic or anything that may cast someone in a negative light.
To avoid scrutiny from potential employers, candidates may update their privacy settings to prevent anyone not already connected with them from seeing their posts. Of course, the reality is that nothing is truly private anymore.