- by Alena Hitzemann, Associate Web Editor
Earlier this week, my Web Strategy cohorts and I met with some representatives of BMC's HR team to discuss opportunities on the web. Careers have a strong presence on our company website, but we wanted to explore ideas and options beyond bmc.com. This led to an interesting conversation about HR's current relationship to social media.
To me, the connections between recruiting, job hunting and web 2.0 seem intuitive and obvious. I was on the job prowl not too terribly long ago, and social media played an integral role in the process. Before submitting an application, I not only Googled a company, I searched Twitter, Facebook and LinkedIn to see what the general public was saying. When I was lucky enough to get an interview, this research intensified. I dug deep for details on anyone I'd be meeting, and usually discovered a wealth of information. By the time the interview began, I often knew what these people looked like, where they lived, where they'd worked in the past, where they went to school, and more.
Was this process slightly creepy? Maybe. Semi-stalkerish? Perhaps. But the thing is, I assumed that they were doing the exact same thing about me. In fact, I would be surprised if they didn't. I keep constant tabs on my online reputation, making sure that Google results, Facebook pages and the like present both information and images that I'm comfortable showing the world. In my opinion, this is common sense. Don't want future employers seeing intoxicated/questionable/incriminating photos of you? Don't put them on the internet.
But- as our conversation with HR proved this week- it's not that simple. From a legal and ethical perspective, knowing too much about a potential employee can lead to shaky ground. Best practices around recruiting and hiring are constantly evolving. The essential tools in the HR professional's belt change frequently. The gray area surrounding the confluence of staying up to date, staying relevant, staying on the ball, staying legal and staying out of trouble continues to grow.
And so, in the spirit of making that gray area just slightly more clear, I present the first installment of the Friday Round-up. These links represent my attempt at learning more about social media and HR. I hope they help you do the same.
LinkedIn:
Savvy Companies Get LinkedIn To Find Top Talent
Discrimination Issues:
Social Media, Recruitment, Discrimination & The Legal Implications
Is it ethical for a recruiter to Google a candidate?
General Social Media:
CareerBuilder’s Top Ten Best Practices for Using Social Media as a Recruitment Tool
Enterprise 2.0 - Using Social Media to Address HR Priorities
Social Media For Hr Professionals Beyond Linked In 4 16 2009
Three Ways to Use Social Media for HR Needs
Social Media and HR Communication Strategy
Smart Ways to Use Social Media Tools
5 Must-Use Social Media Tools For HR & Recruiting Professionals In 2009
52 ideas on using social media within HR
Great topic Alena. We can so effectively promote ourselves with Social Media.
It is a natural outcome of the Social way that even companies would want to use it to know more about a prospective recruit. I think especially in these tough economic times when companies would want to have the best resources on board.
I think I'd cite this blog to my peers and family who use Social media lightly to stay connect - this definitely gives an insight to how easily we are findable - And when we are surfaced, it better be our best.
A great podcast that covers minding your back while you socialise, on how to avoid being hacked on - Ira Winkler - former intelligence and security analyst with the National Security Agency tells us about being secured on the internet.
Simple things like I wouldn't want to show up stoned because my friend tagged me in his party album.
Great post!