online profiles: online profiles may get you the interview, but not the job

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As organizations redouble their efforts to unearth the right talent, knowing where to find them is now the most important part of the job. According to a survey conducted by HR.com, nearly 93% of organizations say they do a background check if they want to understand the person behind the work portfolio.

HR professionals should use platforms such as LinkedIn and Twitter, says Chaitanya Ramalingegowda, co-founder of Wakefit.co. “These profiles can help HR professionals gauge how knowledgeable, savvy and articulate potential candidates are,” he says. Online professional profiles are ultimately meant to help the employer see if a new candidate is a good fit for the position, team or organization, adds Sana Nayyar of Urban Company. “It helps to find out who they are, the work they’ve done,” she says.

Relevant to the role

So how crucial is it to have a strong professional online presence? It depends on the role. “If I’m hiring a social media manager or a brand manager, it’s useful to know if they are micro-influencers. Do they inherently understand what’s trending or how to promote something? says Aditi Pareek, human resources manager at Pepperfry.

“For creative positions such as interior designers, merchandising managers, photographers, the way they organize their Facebook and Instagram profiles helps to understand their creativity, originality and mindset,” he explains. -she.

However, an online presence is not a deciding factor for employers. Harshvendra Soin, Director of Human Resources at Tech Mahindra, says that while “public profiles on professional platforms offer unique insights,” filtering publicly available information remains a small part of their hiring process.

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This is a feeling shared by the entire industry.

“Organizations’ mid-to-senior talent selection process tends to start by referring to an individual’s social media profile. However, it is just to gauge how long a person has been and longevity in previous engagements,” says Ishita Bandyopadhay, Managing Director, Aon’s Assessment Solutions, Southeast Asia and India.

Navnit Singh, Chairman and MD-India, Korn Ferry, says that at the executive level, there are a few companies that, through third-party vendors, take a deep dive into social media to determine an individual’s credibility. “But it’s not a widespread practice at all levels,” he says.

weighing in

Companies are also aware that what they see online is not always what they get. A survey found that 34% of LinkedIn profiles contain inaccurate or misleading information. “A candidate may look attractive on their media accounts, but remember that there are enough ways to create ‘contoured facades’ these days,” Bandyopadhay says. That’s why she thinks the weighting of social media profiles in the final selection should be close to zero.

Amit Chincholikar, Global CHRO, Tata Consumer Products, says social media profiles are largely a personal prerogative and should “at best be used to validate or disprove a hypothesis”.

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