Don't overlook using this tool in the hiring process as it may prevent future issues.

How many times in the past month have you read an article about a business leader apologizing about something inappropriate their employee said on social media? Probably too many times to count, and judging by the increasing frequency of these incidents, there will most likely be many more.

The one thing that should be on the mind of every leader or decision-maker reading this article is the dollar amount of the collateral damage from these incidents. While the offending employee is usually fired, does the damage truly end there? If this were to happen in your company, how much business would you lose or how many customers might leave and go to your competitor? The answer to that question is probably something you don’t want to even think about. Not only that, what is the collateral damage to the culture at your company? Would you lose talent that you could not afford to lose or worse yet, not be able to bring in the best talent to replace the person you just had to fire?

The reality is that business owners cannot afford for this to happen So, what can be done to make sure that you are not the next business leader having to stand in front of the press and apologize for someone else’s actions? With nearly 70 percent of adults using social media, one might think it is an inevitability that somebody will say something stupid for the whole world to see. But it actually presents an opportunity to assess a candidate more accurately than ever before.

I am sure many of you are wondering how these people who were publically fired from their jobs got hired in the first place. The reality is that they were hired because nobody had a clue they would do something to jeopardize the company, otherwise they would never have been hired to begin with.

Now ask yourself this question: If somebody is stupid enough to post something on social media to get them fired, do you really think this is the first time that they have done something like this? If only business leaders had a way to peer behind the curtain of a candidate to see who they really are and whether they are capable of anything like this—wait—they do!

With the majority  of adults being on social media, that means the majority of your candidates have social media profiles that are open for the world—including business leaders—to look at. How many of these fired employees showed observable evidence on their social media profiles that they perhaps had beliefs incongruent with your culture or showed behaviors that clearly indicated a lack of self-control or impulsivity?

Social media profiles are a treasure trove of data that business leaders need to use to help understand who their candidates really are and to identify any red flags that might pop up. Don’t believe what is in this article? Do an experiment for one second. Take one employee that you are having problems with and go through their social media profile to see how much evidence you can find that demonstrates the behaviors you are not fond of in that employee.

It is shocking how much you can see those behaviors on social media. While many business leaders want to shy away from looking into social media of their candidates as an invasion of privacy, isn’t it worth your company’s reputation to take a peak? If candidates are putting so much out into the world via social media, isn’t an employer just as entitled to look at this information as anybody else in their friends list?

Michael D. DeVine, MS, LPC-S is the owner and senior consultant at DeVine Consultanting. You can reach him at michael@devinetalentconsulting.com or 877-455-4765. His Twitter is @Dvineconsulting.

 

How many times in the past month have you read an article about a business leader apologizing about something inappropriate their employee said on social media? Probably too many times to count, and judging by the increasing frequency of these incidents, there will most likely be many more.

The one thing that should be on the mind of every leader or decision-maker reading this article is the dollar amount of the collateral damage from these incidents. While the offending employee is usually fired, does the damage truly end there? If this were to happen in your company, how much business would you lose or how many customers might leave and go to your competitor? The answer to that question is probably something you don’t want to even think about. Not only that, what is the collateral damage to the culture at your company? Would you lose talent that you could not afford to lose or worse yet, not be able to bring in the best talent to replace the person you just had to fire?

The reality is that business owners cannot afford for this to happen So, what can be done to make sure that you are not the next business leader having to stand in front of the press and apologize for someone else’s actions? With nearly 70 percent of adults using social media, one might think it is an inevitability that somebody will say something stupid for the whole world to see. But it actually presents an opportunity to assess a candidate more accurately than ever before.

I am sure many of you are wondering how these people who were publically fired from their jobs got hired in the first place. The reality is that they were hired because nobody had a clue they would do something to jeopardize the company, otherwise they would never have been hired to begin with.

Now ask yourself this question: If somebody is stupid enough to post something on social media to get them fired, do you really think this is the first time that they have done something like this? If only business leaders had a way to peer behind the curtain of a candidate to see who they really are and whether they are capable of anything like this—wait—they do!

With the majority  of adults being on social media, that means the majority of your candidates have social media profiles that are open for the world—including business leaders—to look at. How many of these fired employees showed observable evidence on their social media profiles that they perhaps had beliefs incongruent with your culture or showed behaviors that clearly indicated a lack of self-control or impulsivity?

Social media profiles are a treasure trove of data that business leaders need to use to help understand who their candidates really are and to identify any red flags that might pop up. Don’t believe what is in this article? Do an experiment for one second. Take one employee that you are having problems with and go through their social media profile to see how much evidence you can find that demonstrates the behaviors you are not fond of in that employee.

It is shocking how much you can see those behaviors on social media. While many business leaders want to shy away from looking into social media of their candidates as an invasion of privacy, isn’t it worth your company’s reputation to take a peak? If candidates are putting so much out into the world via social media, isn’t an employer just as entitled to look at this information as anybody else in their friends list?

 

Michael D. DeVine, MS, LPC-S is the owner and senior consultant at DeVine Consultanting. You can reach him at michael@devinetalentconsulting.com or877-455-4765. His Twitter is @Dvineconsulting.