Recruiter Chicks

This is not the wild, wild west!  We are living in the age of innovation and sure, along with that comes more availability of personal information and the notion of mixing our personal and professional lives.  It has been quite prevalent in recent news that more and more employers are asking for candidate and potential employee’s social media usernames and passwords.  Well, if you ask me you won’t get it!

Have we forgotten about basic personal freedoms?  This is Hiring Meets the Wild, Wild West!  It’s that thing we call TMI.

I do realize that with certain levels of government agencies and security clearance levels, this information is critical and may be seriously considered before hiring someone to protect our country, homeland security or critical data.  I get that, but I am speaking of those that are interviewing in the traditional corporate or blue-collar world.

If you can’t tell, I have a strong opinion on this and it’s simple, “Just Say No!”  This is the only way that these “corporate thugs” who are asking for this information will get it under control.  I have not interviewed in some time, so I have not been personally asked for this information.  However if and when someone does ask me, I am ready to respond with a professional and eloquent version of NO!  Not because I have racy pictures, foul language or anything related to illegal substances in my Facebook profile, I don’t!  It’s because it is my personal information and I choose who I want to share it with.

Bottom line: Turn the table!  If you had to reapply for your position and were asked for your social networking user information and passwords, would you think it’s reasonable?

If you actually find something that impacts your hiring decision, can you defend your decision in court?

Last but not least, it’s a good idea to update those internal interview training manuals to include a social media/networking section.

For candidates looking for more information on how to approach these situations, here’s a link to a great post that was recently featured on Mashable – What to do when a Potential Employer Asks for Your Facebook Password

Influence is a pretty hot topic right now.  There are as many definitions of it as there are ways to measure it — or game it for that matter.  I do believe we sometimes confuse “influence” with “reach”.  We might be able to get people to listen or read something, spread news or even make something go viral — and don’t get me wrong, this can be powerful, educational, and even inspirational.  When I think of influence though, I think about impact and how something can change a person’s behavior, character, or even their life — hopefully for the better.  How do you really measure that?  That kind of influence can’t be measured in Klout scores or lists.  If you really want to see the value of your influence, there is no more powerful way than to mentor another.

Let me start by saying, I am not a big believer in formal “mentor programs” — mostly because I have never personally seen one actually work.  Best I have seen are more like buddy programs that help during onboarding and first weeks of employment as people learn to maneuver their new surroundings, systems, and processes.  When I look at the most valuable and influential mentors through my career, they weren’t assigned.  They evolved through connection, chemistry, a willingness to share, guide and teach (on their behalf), and a willingness to listen and learn (on mine).

When I reflect on my strengths and accomplishments, I can assure you most were not original on my part.  They are a direct reflection of the amazing mentors I have had – and continue to have and seek — in my life.  The credit I take is seeking them out and/or paying attention when they crossed my path.  I know what a huge impact and difference these people have been for me, and as such it has been important for me to give back by mentoring others.

It is important to look for mentors, inside and outside of your function, that not only advise and guide you, but challenge and stretch you as well.  For those of you in HR and Recruiting, I highly recommend you seek mentors from the business side too — their goals are your goals — so the more you know, the stronger you will be.  As you look to give back, pass on what you have seen and learned as appropriate, to those who can benefit.  The mentoring relationship will come naturally and follow much the same path as I described above.  Recognize it and make sure to reinvest what you have received.

So…Go blog, tweet, retweet, share, and even feel free to buy some shares in my social stock — but if you really want to see your influence in action, be a mentor.  You can just as easily go viral mentoring someone directly as you can broadcasting through social media.  Pass on the knowledge, insights, and wisdom you have gained through your mentors and experience – and hopefully they’ll tell two friends and so on…and so on….

Years ago, we built relationships through one main channel – in person meetings.  Today, more often relationships are initiated, built and nurtured electronically through the use of technology.

Building relationships has always been critical to our success in Recruiting.  Today we are building relationships through Facebook and Twitter and frequently taking conversations offline for in person, online or phone discussions.  It is a new relationship.  We are able to “meet” people before we see them and find out more about them through Google and Bing before talking to them or deciding that you’d like to build a relationship.  I must admit that it initially took me some time before I bought into the notion of the new relationship.  After attending ERE’s Social Recruiting Summit at Google headquarters in May of 2009, I saw the impact in one second right before my eyes and I dove in head first.

The new relationship is still somewhat new inside of organizations.  Organizations as a whole are still using conventional methods internally to meet and interact.  I have found in my third party experience that meeting potential colleagues and connecting with co-workers via social media prior to meeting them is extremely beneficial and shortens the relationship building ramp up time.  We recently hired a new Business Development person and I initially researched him through his social media profiles including his Twitter stream.  By looking at his timeline and the individuals he’s following, I had a good feel for his hobbies, interests and professional background prior to meeting him.  He researched me as well.  It lessened our ramp up time during the interview and now as new co-workers.

Building relationships is not all about self-promotion.  It is about honesty, respect, integrity and give and take.  The goal in building a relationship is to collaborate to reach a common goal.  This does not require a physical presence, although physical presence is icing on the cake and it’s not so awkward when it happens because you already “know” them.

When reflecting on relationships, I often think of a quote by Brian Tracy: “The glue that holds all relationships together — including the relationship between the leader and the led is trust, and trust is based on integrity.”

Embrace the new relationship!  And, keep in mind that traditional, in-person relationship building is still alive and well…