All healthcare organizations need a staff of mission-minded individuals. And social media can help you hire quality team members.
Before we start digging deep into the practice of utilizing social media as an assisting agent for recruiting and hiring, let me first say that you shouldn’t turn to social media until after you’ve actually met the candidate in person.
Why? Because social media often makes obvious some of the “protected characteristics” of a person. And any potential employer could use that information to make a decision beyond the legal interview limits. Plus, you wouldn’t want to make a snap judgment call about someone before meeting him/her face-to-face, right? There are just too many legal/ethical issues of reviewing someone’s online presence before the first meeting, so try to avoid those until you’ve had the opportunity to make their acquaintance.
So why use social media at all in the hiring process? Well, a lot of businesses are already doing just that. According to a report published by staff.com, as much as 92% of companies turn to platforms like LinkedIn, Facebook, and Twitter to locate, screen, and hire quality candidates for numerous job positions — analyzing profiles for:
- Quality of updates
- Current employer
- Joined groups
Here, you can get an overview of a candidate and identify the traits that could affect their performance at work.
Recruiters, HR Directors, and CEOs should be relatively skilled at identifying the right people for the right job. But sometimes, even the most skilled professionals can’t get a fully dimensional impression of person based on a 30-minute interview. Turning to a candidate’s Twitter, Instagram, or Facebook after an interview can act as a continuation of their resume. What are they into? Can you use some of those interests to enhance the position? Let’s say this person has a knack for expressing him/herself clearly and convincingly. That’s a window into how they communicate and you can leverage that into a their role within the organization. And at a base level, if they’re “good” at Twitter, see if they’d be interested in operating your company’s Twitter account.
It’s tough not to notice some of the unflattering qualities on display, though. Cursing, inappropriate photos, or emotionally motivated public rants are still reflections of a person’s character. Do you really want someone like that representing your organization? Every person you hire should not only be a good fit — they should be a potential ambassador for your brand. Can you see this person truly believing in what you’re trying to accomplish? Nonprofit Healthcare Organizations are inherently mission-minded, so you need to ensure every team member can be on-brand with your mission.
So instead of looking for red flags or just snooping for the sake of it, use what you learn to continue previous conversations or start new ones. Go into this with real desire to find the best in someone who might just be a great fit for your NPHO.
So where do you go from here? Well, if you aren’t linked in to LinkedIn, do that. It’s the number one social platform used by companies to recruit and connect with potential employees. This is where you’ll see everyone at their best because it’s a platform used for professional to connect with other professionals. If you’re looking to dig a littler deeper, go to Facebook and Twitter next. You’ll find the most candid online on a personal blog , Tumblr, or Instagram because there are little to no regulations regarding what you can post. So the more uninhibited users kind of crazy here.
The Bottom Line: While social media should not be used to make final employment decisions, it can definitely help the decision-maker see learn more about an applicant.
Click the button below to download our Social Media & Nonprofit Healthcare Organizations eBook, and better understand how to implement social media within the framework of your organization.