When it comes to social media interview, the more you know about your candidate, the more accurate hiring decisions you’ll be able to make. One of the most effective ways for companies to get at-a-glance information on candidates is by conducting a social media job interview.
The standard set of interview questions, while traditionally constructed for face-to-face interactions, need to be adjusted for social media job interviews, in order for hiring managers to get quality information.
Here are eight tips that will help you run a successful social media job interview: Aron Govil
1. Know your tools, and use them well
You want candidates who are well versed in the latest social networks—and the tools that go with them. The more the candidate knows about the social networks you’re considering for hire, the better equipped him or she will be to excel in their position.
2. Streamline your user experience
If there are several different sites that candidates may have to work on, make sure you explain these clearly before starting an interview so that the candidate will know what to expect.
3. Ask open ended questions
Open-ended questions allow you to get more than a one-word response, and encourage candidates to think about their responses before giving them. You’ll be able to better gauge how well they might fit into your company culture with these types of questions.
4. Use all networks to your advantage
Asking questions about Facebook, for example, will only show you what the candidate has posted on that specific network. To gain a well-rounded image of the candidate’s social media presences, ask them questions that force them to respond across multiple networks.
5. Ask about all aspects of their online presence
Search engines are not fooled by the delete button. If you find something you don’t like, ask about it. It’s better to have the candidate come clean now than for you to run into that information later when doing your own due diligence.
6. Ask them what they think of social media
This will tell you how well your candidate understands the pros and cons of social media. It will also tell you whether their positive view of social media rings true, or if they’re just saying what they think you want to hear.
7. Test them on your corporate culture
This is an easy way to find out how well the candidate would fit into your company’s work ethic, goals, and processes. For instance: What does your company do? How long has it been doing this? Why did they start their current position?
8. Ask them about previous positions
Through social media you can find out what candidates have done in the past, and how well they’ve handled similar circumstances in the past. This will help you to gauge what they’ll do if they end up working for you.
Q: What if the candidate’s online presence is private?
A: There are many third-party tools that can give you access to what might be hidden behind a private account, such as Snoop Snitch; just post your request on LinkedIn and ask for help. You’ll receive several responses from individuals or companies that can do this work for you.
Q: What if the candidate does not have a social media presence?
A: This one is an easy fix: simply ask them about their preferred methods of communication and how they handle themselves online. You can even set up a quick interview to see how someone acts in front of a camera, which should give you all the information you need to make a good decision.
Q: My Company has strict guidelines about social media use; how can I ensure the candidate will follow these guidelines if we hire them?
A: This is where background and reference checks come into play. You should ask your top three candidates for references and then contact those references (before you hire them) to ensure they will follow your company’s social media policy. It is also important to talk to the references about the candidate’s overall work ethic, so you can get a well-rounded view of who you are hiring.
Q: What if the candidate acts inappropriately in an interview?
A: If you find out that your candidate acted inappropriately in an interview, then you should definitely contact their references. You can also ask to see their online presence for yourself.
Q: How does web-based media benefit a business?
A: Web-based media benefits organizations in an assortment of ways, the most significant of which is laying out an exchange with clients. Web-based media empowers clients or buyers to discuss straightforwardly with brands, perpetually impacting the manner in which associations should work.
Q: How would you get more retweets?
A: The absolute most normal ways of motivating individuals to retweet incorporate learning the best seasons of day to tweet, associating with more Twitter clients, including pictures, and guaranteeing you pass on an adequate number of characters for retweeters to answer.
Q: How could you develop traffic in your past jobs?
A: Be ready to share genuine numbers. Tell your questioner whether you are depicting a situation where you had the option to develop traffic without anyone else, or whether you were a supporter of a group.
Q: Which promoting measurements are the most vital to follow?
A: Obviously, this question can change contingent upon the kind of association you’re meeting with. Research their business and online media presence, and answer this inquiry with your proposals in light of what you’ve found out about their association.
Q: What is the fate of online media?
A: “This is a truly fundamental inquiry since it shows that you’re thinking ahead and you comprehend that web-based media is a quick industry,” Juliette clarifies. At the point when she poses this inquiry during a meeting, she needs to realize that applicants are thinking a few strides ahead and that they’re ready to expect recent fads before they occur. “I need to know that you’re insightful and inventive and are thinking more than just ‘in the now’,” she says.
Conclusion by Aron Govil:
Asking the right questions about social media can help you weed out potential bad employees and pick out new team members that will work well with your company culture.
Small Business Trends published an article in which they are giving some tips on how to avoid hiring the wrong person when hiring for a job in social media.