Social Resumes Promote Employment Fit

March 5, 2013 - PRLog -- Resumes show what you did, now job seekers use social data to show who they are. Deep social data, think Facebook, provides a win-win with employers when candidates promote a mapping of their online behavior and profile to employer norms and culture.

It is about fit and suitability. Candidates want to know they will fit in. Employers know the cost of a wrong hire. Surveys, including from Microsoft and Career Builder, show recruiters, employers and colleges google prospective shortlist candidates including looking through social networks. HR managers need to be sure they are making the best decisions possible but randomly checking out candidates online is currently ineffective and fraught with risk - from limited information on Google to being exposed to discriminatory information inherent on social networks such as age and  illnesses. Complicated by privacy settings and continually emerging laws, a better solution was called for.  “Our technology provides greater applicant transparency during the hiring process, adds trust and allows for a better personal and professional connection between candidates and employers.”

CrewRevu has launched a Social Resume website which provides a comprehensive screening of your primary social networks for prospective job seekers. “It is way beyond just connecting your network information and seeing how you look online”, says Don Fried of CrewRevu, “it provides a candidate-offered enterprise level PDF report for employers to privately determine the fit to their norms. Then using our assessment worksheets and with our patent pending platform algorithms, the report screens potentially discriminatory information not relevant to the decision at hand, so employers can focus on fit and making the right hire.”  Taking advantage of the site’s social resume search function, employers themselves can now actively and legally search for the social resumes of prospective candidates.

Don says their recruiter partner program allows better representation of candidates and a differentiated service to employers. Behavior flags both fit and potential risks: from prospective financial managers who have access to employer’s bank accounts who post they are constantly at the casino; to customer service representatives with sexist and racist online rants; to an online champion gamer that is a perfect fit for a healthcare employer needing a gamification developer. Employment and hire best practices have evolved to align and benefit from a changing landscape.