'Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.' – Albert Einstein
As a recruiter, you know the value of genius. You also understand that it’s relative - what may be considered genius for one position could be irrelevant for another. Luckily, social media makes it easier to find the kind of genius you’re seeking.
Candidates that have taken the time to create a valuable online presence should already be at the top of your list. The next step is to sift through their information to unveil whether or not they’re the big fish you’d like to hook.
Look through status updates, tweets and comments to get a sense of personality. Things like, “Woke up in a puddle of tequila and last night’s dinner. Rock on!” will give you clues about a candidate’s way of life.
Compare the opinions expressed by candidates on their profiles with the opinions held by the company you’re considering them for. If they clash, there could be problems after the interview process – ones you’d rather forego.
Take time to look through a candidate’s network on LinkedIn. If they’re connected to key industry influencers, then they’ve been participating in discussions, debates and activities related to their field of interest. They may even have connections you’d never think to ask about.
See how candidates are leveraging social media to their advantage. Individuals who have been creative with their use of various platforms are likely to be innovative, forward-thinking and easy to engage.
You’re not looking for a fish that’s trying to climb a tree; you’re looking for one that stands out as exceptional in an ocean of mediocrity. And social media is your fishing pole – use it to catch, cook and serve up top applicants for top job positions.