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Should one use Facebook, Wikipedia and Google to find staff?

M

mleach

Today I was talking to my next door who works in Human Resources for a major company. She was telling me that her company no longer contacts references or even one's previous employers instead its Google, Wikipedia and Facebook all the way actually she wasn't the first to tell me that their company now does this "check you on Google" thing. With that being said I have to wonder how many radio & TV stations who are into this? What is said about you on Wikipedia should be more important than your aircheck and what your former GM and/or PD says about your job performace? OK what if the info you do find out there online about yourself is wrong? Do you bring this up at your interview?

Other than just being lazy and trying to save a few minutes, I can't see the value of checking Wikipedia or facebook to see whether of not you many/may not be a good fit.
 
From what I've heard from friends who work (or worked) in managerial roles in TV, hiring managers and HR people typically look at applicants in this order:
1. Resume
2. Aircheck
3. Web search
4. References
5. Interview(s)

For journalists, the web search is especially important because the hiring manager can see many examples of work, not just the selected ones that the applicant submitted.
 
Today I was talking to my next door neighbor. She told me there's this guy on the Internet who likes to make stuff up that he's "heard" from his "friends" and "neighbors," and that I really should take most of it with a pretty big grain of salt.
 
mleach said:
What is said about you on Wikipedia should be more important than your aircheck and what your former GM and/or PD says about your job performace?
Click to expand...

Your former employer, for liability reasons, will likely not say anything more than a recital of the start and end dates of employment. Similarly, department heads and managers will be instructed not to give "opinions" on past employees as what they say can and will be considered to be said in representation of the employer.

Potential employers know that nearly all prior employers will give no useful insight, so they don't bother with it... they just verify employment dates.
 
If your radio station is at the 5 or more level you can't use the internet alone for recruiting.
FCC EEO gods have spoken.
 
i don't know of any professionals who use those social sites for evaluating someone's career, everyone i know has an identity on www.linkedin.com it's a business and networking site, i've gotten jobs and interviews from being there.
 
TomT said:
If your radio station is at the 5 or more level you can't use the internet alone for recruiting.
FCC EEO gods have spoken.
Click to expand...

No, but many HR folks search for the applicant's name to see what comes up that may not have been on a resume, or which indicates that there may be issues. They also will note when a person has a positive web presence that reflects well on them.
 
True. In fact if you're looking for a job in broadcasting, don't be so dumb as to have lots of profane or inflammatory comments about current or former employers, world events, ect. on your Facebook page. (AFLAC comes to mind) HR doesn't use social media for recruiting generally, but do frequently check to see how much you do and what you say on it.
 
TVradioguru said:
True. In fact if you're looking for a job in broadcasting, don't be so dumb as to have lots of profane or inflammatory comments about current or former employers, world events, ect. on your Facebook page. (AFLAC comes to mind) HR doesn't use social media for recruiting generally, but do frequently check to see how much you do and what you say on it.
Click to expand...

What I do on Facebook, and this board as well, is to never post anything on it that I don't want to be made public. This is true for Facebook, Radio-Info, and any other message board I might post on. That means that discussions about my current employer (not in broadcasting) are verboten, both due to company policy and common sense.
 
PTBoardOp94 said:
From what I've heard from friends who work (or worked) in managerial roles in TV, hiring managers and HR people typically look at applicants in this order:
1. Resume
2. Aircheck
3. Web search
4. References
5. Interview(s)

For journalists, the web search is especially important because the hiring manager can see many examples of work, not just the selected ones that the applicant submitted.
Click to expand...
and 6. Credit Report
 
Facebook and Linked In should be locked down and restricted to friends (if that) only with very few pictures and little if any personal information accessible. Additionally, there are problems when 20 different people come up in a search of a person's name. "Not the Don Dewitt were looking for?"
 
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