Googling Jobs Applicants
Are your job applications being googled?
Google searching applicants has become commonplace in the recruitment world. It’s no longer enough to send in a resume or CV. Now, as soon as your name is in hand, someone behind the scenes is going to search for your online presence and view you through the lens of what they find.
Most applicants have no idea how to control their online presence. Most don’t even realise what kind of information is about them online, or how easy it is to find their social media pages. The vast majority of information is damaging for their hiring chances.
What This Means for Recruiters
This represents something very problematic for recruiters. On the one hand, the information you find isn’t going to come up in any interview and may be more informative than anything you can learn from their CV. On the other hand, there are some great potential employees that do not have a great online presence, and filtering them out simply because you found some personal information on them online isn’t fair on the applicant, or your business. According to Saxon Marsden-Huggins of The Recruit Shop, here are some helpful tips on how to use google searches of applicants to help, but not determine, the suitability of a particular applicant.
How to Remedy This Problem
For these reasons, it may be in your best interests to develop a system for Googling. Namely, a method to ensure you don’t allow your personal bias towards the information you find to change the way you see an applicant too much, if other documents and histories submitted make them a good candidate.
- One of the first things to do is to always Google last. Don’t look up extra information on an individual until you’re making your final decision. You want to see what your instinct and the information you have on hand first says about them so that you’ve made your decision without any personal biases, and then later use it to answer any unfulfilled questions.
- Clarify what you’re trying to achieve first. Are you looking to see if the applicant might be a good fit amongst your team socially? Making sure they’re not a loose cannon? Maybe you’re trying to establish if your applicant ‘lives’ the role or industry you are recruiting for? Write it down so that you don’t get sidetracked into giving weight to the things that don’t matter.
- Consider a points system to ensure you’re not docking people too much for whatever turns up online. For example, someone’s political beliefs may annoy you, but it probably doesn’t change their abilities as an employee. If you’re using some type of system to judge them rather than how you “feel” after researching them, you’ll put yourself in a better place for ensuring they’re not being treated unfairly for their activities online.
- You should also consider having someone else judge the applicant based on a Google search, and deliver to you information and recommendations. That way, the person making the decision isn’t letting their opinion be changed or colored by the information, but they’re taking in what someone else says into consideration.
You should strongly consider rethinking the way that you judge applicants (or how you, as an applicant may be judged) based on their/your online information, and the above tips should make it a bit easier for you to avoid unfairly judging applicants or being unfairly judged. If you need assistance with recruiting the right staff for your business in Bendigo and/or Central Victoria, contact Hall of Fame Marketing Bendigo, part of the Hall of Fame Business Solutions Group.
Blog and tagged Hall of Fame Marketing Bendigo, Jobs in Marketing, Marketing Yourself, Online Marketing Bendigo, Personal Development