In case you’re not familiar with the internet, Rotten Tomatoes is, in their own words, a “trusted measurement of movie and TV programming quality for millions of moviegoers.”
Essentially, movies are reviewed, those reviews are averaged, and anything rated 60% positive reviews or higher gets a “fresh” tomato, while anything below gets a splattered, rotten tomato thrown beside it.
Rotten Tomatoes may be known for reviewing cinema and television, but we’re crashing the red carpet, stealing Roger Ebert’s basket of tomatoes, and taking them back to our recruiter desk.
We’ve been talking a lot about cultural and motivational fit here at Tremendous Upside the last few weeks—specifically, how to determine a candidate’s “fit” in the interview. Well, today I’m stepping back from the interview table and moving to the computer screen for the first (and last? Who knows!) Rotten Tomatoes: Recruiter Edition. Up on the chopping block is social media.
Interviews are a great opportunity to sit and ask the candidate questions and get to the heart of their “fit,” but social media scans can give you a deeper insight into the reality of the candidate’s interview answers.
So, just how great is social media at cluing you into a candidate’s fit? Let’s take the top three social media and break it down:
Because what job hunter these days doesn’t have a public LinkedIn profile? Unfortunately, just because someone is present on LinkedIn, that doesn’t mean you’re going to get a great read on how they fit into your company’s culture or motivators.
Like interviews and most other professional circumstances, the candidate is putting their best face forward on LinkedIn. Looking at a candidate’s LinkedIn profile is the equivalent of asking them, “What motivates you?” Their answer is always going to be, “Doing the best job possible!”
No one is going to give up much about their personal culture or motivators in a strictly professional setting, and for that I’m giving LinkedIn a 27% in determining a candidate’s cultural and motivational fit.
Twitter wins out the motivational fit decision.
People like speaking their minds on Twitter. It’s a great place to let your thoughts flow and present a more authentic self than you might on LinkedIn. Because of these expanded limitations, Twitter is a better place than LinkedIn to get a feel for the candidate’s fit.
Why motivational specifically? Based on the conversations they jump in on and the topics they choose to speak on, you’ll be able to find the “why” factor. Assess a few tweets to see what they’re talking about and you’ll get a better idea for what motivated them to talk on their interests in the first place. Official rating: 68%
If Twitter is the mecca of figuring out a candidate’s motivational fit, Facebook would be the foil with its capabilities of tapping into a candidate’s cultural fit.
Facebook is where people put their personal lives—their pictures, their “likes,” their friends and subsequent inside jokes—all of these live on Facebook.
If your company is low key and on the more serious side, maybe think twice about the guy that has pictures of himself in a ridiculous Halloween costume and captions his posts with sarcastic comments. Because a person’s lifestyle can be clearly seen on Facebook, it gets a solid 86% positivity in determining a candidate’s fit.
Overall, social media isn’t too bad of a way to determine a candidate’s cultural and motivational fit (among many other factors you want to consider). Some are better than others at giving you specific information, but all of them will give you a more well-rounded image of your candidate and if they’re right for the position.
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