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Re: Screening applicants on Facebook is not cool

Kevin posted an interesting blog entry on the merits of using Facebook as a job applicant screening tool. I’ve been on many hiring committees, and tend to agree with most of his points. With the widespread use of social networking sites such as Facebook, Twitter and MySpace it’s easier than ever to snoop on potential job applicants. However, what are you really gaining from the experience?

Well, let’s take a look at myself. First off, my Facebook profile is not open to the public, and I’ve even disallowed tagged photos of me from showing up in my news feed, so I’m two steps ahead of most; however, let’s assume I haven’t been so sly and offer up my Facebook profile pictures for examination:

Hmm, well I don’t see any crazy partying pictures; this isn't to say they don't potentially exist. I do see a few crazy tree hugging pictures (what’s with the cat on my head?), some jumping around – House of Pain in the house – and other acts of randomness. Overall, nothing horrible, but you will not find a picture of me posed in a three-piece suit while giving a talk about An Affordable and Fair Approach to Achieving Universal Healthcare Coverage.

So what conclusions can be drawn? I’m humorous, enjoy life and don’t take things seriously? Herein lies the problem. You cannot accurately judge someone based on nothing more than a snapshot in time. These pictures do not reflect the following about me:

1. I’m an avid jogger and take my health seriously
2. I’m working on my Private Pilot License
3. I enjoy reading, and consume 100’s of RSS feeds daily to stay up-to-date on various topics
4. I work in the IT field, and have nearly 10 years of diverse experience
5. I have a B.S. in Organizational Management and Leadership and enjoy discussing different facets of leadership
6. I’m a stickler for detail, and insist on doing things properly the first time
7. I prefer to change my car’s oil myself, and even brake pads when necessary
8. I'm a law-abiding citizen, and have never received a ticket

As Kevin points out, maybe it’s best to stick with using the resume, face-to-face interview, and good ‘ol fashioned gut instinct as indicators to a person’s appropriateness. If you do use social networking sites as screening tools, just remember you may be prematurely drawing the wrong conclusions.