What are the most effective ways to research a candidate's social media presence?

1 Define your purpose and scope

Before you start browsing through a candidate's social media profiles, you need to have a clear idea of what you are looking for and why. Your purpose should be aligned with the job requirements and the organizational culture, and your scope should be limited to the platforms and content that are relevant and appropriate for your role. For example, you might want to check a candidate's LinkedIn profile to verify their work history and skills, or their Twitter account to see how they engage with their industry peers and influencers. However, you should avoid looking at their personal Facebook or Instagram pages, unless they have explicitly shared them with you or made them public.

2 Use the right tools and techniques

Once you have defined your purpose and scope, you need to use the right tools and techniques to find and access the candidate's social media profiles. You can use search engines, such as Google or Bing, to look for the candidate's name, email address, or phone number, and see what results show up. You can also use specialized tools, such as Social Searcher or Hiretual, to scan multiple social media platforms at once and filter the results by keywords, location, or industry. However, you should be careful not to use any tools or techniques that might violate the candidate's privacy or consent, such as hacking, impersonation, or coercion.

3 Evaluate the information critically and objectively

After you have found and accessed the candidate's social media profiles, you need to evaluate the information critically and objectively. You should not rely on social media alone to form an opinion about a candidate, but rather use it as a supplement to other sources of data, such as resumes, cover letters, references, and interviews. You should also be aware of your own biases and assumptions, and avoid making judgments based on irrelevant or superficial factors, such as appearance, personal preferences, or political views. Instead, you should focus on the information that relates to the candidate's qualifications, competencies, and fit for the role and the organization.

4 Document and communicate your findings

Finally, you need to document and communicate your findings in a professional and transparent manner. You should keep a record of the sources, methods, and criteria you used to research the candidate's social media presence, and how they influenced your hiring decision. You should also inform the candidate about your social media research process, and give them an opportunity to explain or clarify any information that might raise concerns or questions. By documenting and communicating your findings, you can demonstrate your respect for the candidate's privacy and rights, and your compliance with the relevant laws and policies.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?