How to Evaluate Social Proof in New Hires – March

Social proof – testimonials, endorsements and recommendations of a candidate’s abilities that appear on social networks – can seriously reduce the perceived risk of a new hire. However, as a hiring company, how do you evaluate this social proof? How much stock can you put into these glowing reviews?

One of the most costly mistakes a hiring manager can make is to offer a job to the wrong candidate. It’s been said that if a new hire leaves within three months, it costs the organization one and a half times that individual’s yearly salary. Ouch. With the economy the way it is currently, it’s easy to understand why hiring managers are all about risk management.

So, they take to the web to see what people have to say about the candidate in question, but let’s be honest…nobody puts a questionable review or recommendation on their resume, site or social platform. What’s a hiring manager to do? Focus in on skills. Take note of what skills candidates have been endorsed or recommended for and be sure to ask them to speak directly to the use of these skills. Of course, this doesn’t guarantee you’ll find the best candidate.

If you feel you aren’t having any luck finding the right person for the job, try working with a staffing agency. Yes, of course we are advocates for this tried-and-true tactic, but the real benefit is in the screening process. We can identify the right candidates for the position without wasting your time with an ill-fitted candidate who is hoping to make it to first-round interviews because of a glowing review.

The bottom line: Though deemed necessary, social proof should be taken with a grain of salt. Be wary of a candidate with zero recommendations, but don’t put too much stock in their worth.