How do you update your social media screening criteria and practices over time?

1 Define your purpose

Before you start screening candidates' social media profiles, you should have a clear purpose and goal for doing so. What kind of information are you looking for? How does it relate to the job requirements and the company culture? How will you use it to evaluate candidates' fit and potential? Having a defined purpose will help you avoid irrelevant or biased screening and focus on the most relevant and valid indicators of candidates' suitability.

2 Review your policies

You should also review your company's policies and guidelines on social media screening regularly. Make sure they are consistent with the current laws, regulations, and best practices in your industry and location. For example, you should avoid screening candidates based on protected characteristics such as race, gender, age, religion, or disability. You should also respect candidates' privacy and consent and inform them of your screening process and criteria. You should also document your screening methods and results and keep them confidential and secure.

3 Update your tools

Another way to update your social media screening criteria and practices over time is to use the latest tools and technologies that can help you streamline and improve your screening process. For example, you can use software or platforms that can automate or assist you in screening candidates' social media profiles based on predefined criteria and keywords. You can also use tools that can analyze candidates' online behavior and personality traits using artificial intelligence or natural language processing. However, you should also be aware of the limitations and risks of using such tools and verify their accuracy and reliability.

4 Train your staff

If you are not the only one involved in social media screening, you should also train your staff on how to update their social media screening criteria and practices over time. You should educate them on the purpose, policies, and tools of social media screening and how to use them effectively and ethically. You should also provide them with feedback and guidance on how to interpret and evaluate candidates' social media profiles and how to avoid common pitfalls and errors. You should also encourage them to share their best practices and challenges with each other and learn from each other's experiences.

5 Monitor your results

Finally, you should monitor your social media screening results and outcomes over time and assess their impact and value. You should track and measure how your social media screening criteria and practices affect your hiring quality, diversity, and efficiency. You should also solicit feedback from candidates, employees, and managers on how they perceive and experience your social media screening process and criteria. You should also benchmark your social media screening performance against your competitors and industry standards and identify areas for improvement and innovation.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?