Continuing my observations on the use of social technologies (media) in the recruiting and hiring process, today is a note on why taking a strategic and systemic approach will save time, money and potentially legal actions.
Susan Avello at HR Virtual Cafe posted her perspective on using Klout to screen job applicants, a practice that appears to be rumour based at this point.http://hrvirtualcafe.com/2012/07/31/using-klout-to-screen-job-applicants/
If recruiters and hiring managers are using Klout as a measure of an applicants 'influence' it is a practice they need to rethink, quickly. As I do with many new products, I signed up with Klout as often the best way to understand something is to use it. I found that it showed I had 'influence' in categories that I had never posted anything online about and know next to nothing about; it did not include categories that I frequently post about and in some cases have quite a lot of knowledge (or opinions) about and that the 'score' is based more on how often one posts than the quality of ones content. In other words you don't need to have any particular knowledge or expertise, you simply need to take the time to schedule mega numbers of postings to get "Klout" scores that suggest you are 'influential' in social media.
Using such poorly constructed scoring systems in any way in the recruiting and hiring process really does move us into the silly season. Quality over quantity counts in many areas of life and in the hiring process that is still important. I am still waiting for the 'influence' product that takes quality into the equation, then it may be time to take notice. Until then, leave the Klout scores for amusement and keep them out of the hiring process.
Have you ever experienced or heard of a recruiter or hiring manager using Klout scores as part of the evaluation process? Have you heard of any other similar products being used in this manner?