Spring is historically a busy time of the year for recruiting here at Fairway. While we certainly get requests for work throughout the year, Spring is when we often see budgets get reset and new projects launch. As a growing services company, this (more times than not) translates to demand outpacing our existing supply, and we find ourselves looking to add new folks to the team.
Having done this for a while now, we’re all pretty used to our recruiting process. Ads, job boards, resumes, phone screens, interviews, etc…
Lather, rinse and repeat until you find the right person(s).
But this year – we’re hearing about a whole new trend out there.
Some companies are asking job applicants for their Facebook and Twitter ID’s and passwords.
Yep, you read that last sentence right some employers are asking applicants for their ID’s AND passwords. This allows them to completely analyze and monitor a candidate’s online profile without those pesky “privacy settings” getting in the way. In a simpler time, I guess these companies just surreptitiously viewed your online profiles, and if you were silly enough to have a bunch of inappropriate content out there, odds are they would pass on you. Now they’re coming out and requesting unfettered access to your online accounts. Wow.
In the event you were unaware, or think I’m making this up – here’s a link: http://redtape.msnbc.msn.com/_news/2012/03/06/10585353-govt-agencies-colleges-demand-applicants-facebook-passwords
Look – I get it (sort of). It’s hard to decide if you want to work with someone for years and years based on a 30 or 60 minute meeting. The more data points you can proactively collect the better, because hiring the “wrong” person stinks for all involved, and the opportunity costs can be staggering. That’s why we have our interview process, ask lots and lots of questions, and have a team of people meet with each candidate. In the end, we think we get a pretty good sense of whether someone’s a “good fit” for the company. And, of course we check the backgrounds and references to make sure we’re not being hoodwinked.
But we certainly don’t want to, or expect to, dig into someone’s private, online information and communications. I mean think about it. Are we really supposed to base our decision to work with someone on their Facebook wall or Twitter feed? The idea just seems absurd.
Sadly though, it serves as yet another reminder to be careful about what you post out there.
All this brings me to the following shameless plus – if you know of someone (or are someone) who’s looking for a new job where your Facebook wall and Twitter feed can remain your own, please take a look at what Fairway is looking for! I promise – no one will ask you to defend or explain what your knuckle-headed 6th grade friend commented on.
Here’s the link – http://www.fairwaytech.com/careers/
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