Hiring is a very expensive and difficult process. It costs time and money: two human resource aspects that pretty much translate into value lost for the intended sake of gaining more value.
So, what happens every time that a recruiting agency or a human resource management firm makes a bad hire? Well, apart from the resources lost during recruitment and the costs of low productivity and accumulating frustration during production, your company can lose much more. Bad hires can hurt your organization’s bottom line.
Worse still, it can lose its reputation and rack up huge losses in liability if the employees attract civil lawsuits and criminal charges. Did you know that just recently, South Africans attacked all of Adidas’ retailing shops after a person related to the brand’s board of directors used a racist slur to describe black people? Now, the brand isn’t welcome in the country anymore, and it has to do plenty of damage control.
Human resource managers go through hell when vetting, recruiting and training new talent. They should always consider their employers’ organizational culture whenever they are conducting the hiring process.
That means that they should be well aware of certain traits and tendencies in applicants that could conflict with their organizations’ corporate culture. Such aspects of an applicant’s personality and demeanor may be concealed in the documentation that they provide and in the way they conduct themselves during the entire hiring process.
For example, if an employee just left an insurance company because he failed to secure his employer’s trust, he would probably never disclose that willingly. That is why it is always important for hirers to do social media screening. Some of his friends and families must have made some posts or comments alluding to why.
The role of a human resource manager should never be staying buried six feet under job application documents. They should perform more roles in cultivating a great working environment and culture. They should spend most of their time training and encouraging employees to grow in efficiency and capacity.
Therefore, it would be quite impossible to do all that and still screen the social media activities of job applicants and their friends. They often do not do it, and nobody can blame them. Unfortunately, when documents are falsified, lies are told and behavior traits are subdued during interviews, recruiters may wrongfully trust their gut feelings. However, the red flags are harder to miss by conducting a social media background check.
Manipulative employees are the most toxic, and they even attack and injure the reputation of well-performing colleagues. When they do such things, they only do it to draw attention from their ineffectiveness or suspicious activities.
Surprisingly, however, one can always tell a bad hire from miles away by just doing a social media check. You can take applicants through 12 recruitment steps, which could include comprehensive company culture training, and still end up frustrated. However, still do all that you are accustomed to doing when hiring.
Just remember that you should also go to the social media accounts of the successful applicants for a final analysis.
What Social Media Screening from Fama Unearths:
- Untried and undocumented crime.
- Bigotry and racism.
- Company custom threats.
FAMA is a digital platform that helps its over one million clients to conduct social media checks for potential hires to make sure that bad hires are averted.