What Your Potential Sales Rep’s Social Media May Reveal: A Guide for Hiring Managers

Recruiting potential candidates. What to look for on their social media accounts.

Photo by www.bigstock.com

By Samantha Neumann

60% of employers use social media as a means to screen potential job candidates, according to the recently released 2016 Social Media Recruitment Survey conducted by CareerBuilder.com. After polling some 2,000 hiring managers and Human Resources professionals, along with over 3,000 American workers, the study found that the majority of those responsible for bringing in new talent spend a significant amount of time scoping out social media pages for insight into a candidate’s digital life. Case in point: 49% of hiring managers and HR professionals reported that what they found on a candidate’s social media pages actually caused them to pass on the potential employee.

So, what’s the merit of a using social media to screen a potential sales rep or sales manager? Frankly, in this day and age, there’s a variety of meaningful information to be gleaned from a candidate’s online life. What might not be apparent on a sales rep’s resume or in an interview setting can be readily discovered by doing a quick online sweep. Make no mistake though, screening social media is not just about digging up dirt on a candidate. On the contrary, searching social media can corroborate an applicant’s professional qualifications and allow hiring managers to screen for future sales success.

In fact, results from the survey revealed: “Most hiring managers aren’t intentionally looking for negatives. Six in ten employers who currently use social networking sites to research job candidates (60 percent) are “looking for information that supports their qualifications for the job.”

This begs the question:  If you’re a hiring manager or HR professional in charge of bringing in sales superstars, why wouldn’t you use a candidate’s digital presence to best understand the potential of a new team member?

Here are a few things to keep in mind as you review social media pages of sales candidates:

1. Look for Posts That Showcase Personality

If you’re in charge of hiring for a business where fitting into the company culture is a big plus, then scoping out a sales candidate’s profile to get a sense of their interests, tastes, and personality can go a long way in determining if he or she will fit well with the rest of your sales team.

2. Watch for Red Flags

Social media can be indispensably informative when it comes to weeding out candidates who’ve posted inflammatory or discriminatory material online. A candidate is not likely to divulge questionable behavior during an interview, but it may be apparent on his or her social media pages. This sort of background sweep can save you a lot of headaches in the future.

3. Check in on Communication Skills

How a sales professional presents him or herself on social media conveys more than just hobbies and personality, it can also reveal clues to a person’s communication skills. Sales candidates who convey a professional image in their online presence are likely to represent your company well.

4. Confirm the Facts

Lastly, social media sites can provide incredible access to previous employers to verify the material that a potential sales rep has listed on their resume or portfolio. This is necessary, because according to a 2015 CareerBuilder study of 2,000 HR professionals and hiring managers, an incredible 56% of higher managers found lies on candidates’ resumes.  To prevent falling prey to fraudulent resumes, a quick online confirmation, particularly through sites such as LinkedIn.com can help you easily weed out unqualified candidates who resume pad and would otherwise waste your time.

All in all, scanning the social media pages of a candidate for a sales position in your company, can be a valuable tool in a hiring manager’s arsenal when hunting for the perfect person to fill a position. As the influence of technology becomes more deeply engrained in our hiring processes, hiring managers and HR professionals can put the internet to good use in making wise, well-informed, and confident hiring decisions.

If you’re looking to recruit outstanding sales performers to join your team in 2017, contact us today. Grapevine Targeted Sales Recruiting has helped countless companies take their business to the next level by providing a painstakingly selective recruitment process to ensure that an outstanding sales professional is available to you for hiring.

Samantha Neumann is a professional sales recruiter at Grapevine – Targeted Sales Recruiting. Visit www.grapevinerecruiting.com , call 952.856.2371 or email samantha@grapevinerecruiting.com

New LinkedIn Rule: Search for Free Until You Can’t

by Jim Stroud

LinkedIn, the No. 1 social network used by recruiters and sourcers around the world, is changing the game; it has decided to give it all away for free. This is a direct quote from their website:

As part of our ongoing efforts to make search on LinkedIn more relevant and powerful for you, we’re increasing the visibility of your extended network in search. You’ll now be able to view full names and profiles for anyone in your extended network — 1st, 2nd, and 3rd degree — a level of visibility previously available only to paid subscribers. Previously, you would have only seen the first names with last names obfuscated for some search results, but you’ll now be able to see full names and profiles of all results. This will help you find even more of the people you’re looking for, and get yourself found more in return.

This is great news! Right? Well … hold on.

Here’s the fine print:

Read More In The Full Article Here

The 25 Hottest Skills That Got People Hired in 2014

by Sohan Murthy

 

Believe it or not, 2014 is almost over and 2015 is right around the corner. With a new year comes new opportunities, and around this time we at LinkedIn are typically asked the following question: “Who’s getting hired and what are they doing?”

To get to an answer, we analyzed the skills and experience data in over 330 million LinkedIn member profiles. If your skills fit one of the categories below, there’s a good chance you either started a new job or garnered the interest of a recruiter in the past year.

1. Statistical Analysis and Data Mining

2. Middleware and Integration Software

3. Storage Systems and Mangement

Read The Full List Here

How Employers Use Social Media To Screen Applicants [INFOGRAPHIC]

 

 

We all know recruiters use social media to screen candidates on a daily basis. But how are they doing this?

The good folks down at Reppler recently conducted a survey of 300 professionals who are involved in the hiring process at their company to understand the use of social networks for screening job applicants. The results of this survey are shown in this infographic below.

 

Takeaways:

  1. Whether you like it or not, hirers are using social networks to screen job applicants. This means it is important to carefully manage your image on these types of sites.
  2. Facebook and Twitter are being used a lot to screen job applicants. On Facebook and Twitter, we believe hirers are trying to get a more personal view of a candidate, rather than the resume-like view they will see on LinkedIn.

Read The Full Article Here

Take a Fascinating Fresh Look at Human Behavior in the Workplace

By Gail Miller

Like many people in the business of  “human” resources, I’ve always been fascinated by what makes people tick — especially in the workplace. That’s why the book, Sensation: The New Science of Physical Intelligence by Professor Thalma Lobel was a fascinating read. The author explores how our personal and professional behavior and decision-making are influenced by the physical stimuli that we’re exposed to everyday.

From taste to smell to touch and beyond, this book’s sweeping exploration makes sense of the senses. Through various research projects we learn thought-provoking new insight that has many implications for HR professionals.

If you have intellectual curiosity about psychology, physiology, and how it all affects work behavior, try putting the book’s findings into these real-world work scenarios!

  • Hold a warm cup of coffee during an interview. A study found that we perceive people differently — in fact, more favorably — when we are holding a warm beverage as opposed to a cold one.
  • Smell a cinnamon candle or fresh baked sweets while training or rallying coworkers. Did you know that the scent of cinnamon improves memory and attention, and sweet smells enhance helpful behavior and altruism? Research proves it!

Read The Full Article Here

How Should Our Organization Be Using Social Tools in Our Recruiting?

Social recruiting is a big umbrella, so this is tough to answer. But there are a lot of tools you can use. As with anything, the key is to prioritize your efforts around getting the biggest bang for your buck. Here are a few starter points:

1. Get active on Facebook, Google Plus, Twitter, LinkedIn and other common social media. Most importantly, start using social sites where you find the best candidates for your particular jobs (the big ones might not be the best). Your employees will know which sites if you don’t, so don’t be afraid to ask. While you’re at it, ask them what you need to be doing to stand out on social media, if they were the ones being recruited.

2. Promote your jobs so good candidate can find them. Create a nifty careers site, if you haven’t done so already. There are plenty of tools available to build it affordably or even for free.  And update the content to remain fresh and interesting.

3. Share, but do so appropriately.  Make sure your hiring managers and employees do as much of the sharing as possible – and don’t be thought of as a spammer.

4. Make applying for jobs enjoyable.  Nothing chases away good candidates more than an awful hiring process.

5. Your careers site should have analytics tracking — even if you don’t know what to do with the data right away.

Read The Full Article Here