Your company values are non-negotiable. How do you navigate a candidate's conflicting online presence?

When evaluating candidates' online personas, it's crucial to differentiate between personal quirks and behaviors that could genuinely disrupt your company's culture. Focus on identifying patterns that either align with or contradict your core values. For instance, consistent negative or unprofessional interactions online may indicate potential workplace issues. Always weigh these findings against the candidate's qualifications and potential contributions to ensure a balanced decision-making process.

Conduct thorough online screenings to evaluate the candidate’s digital footprint. Look for red flags or content that directly conflicts with your company’s values. Use social media platforms, professional networks, and search engines to gather a comprehensive view of the candidate’s online presence.

Conduct a thorough online screening of the candidate’s social media profiles and online activity. Look for any red flags that may conflict with your company’s values. Think of it as reading the prelude of a book to understand the context before diving into the main chapters.

Online screening needs the potential candidate's consent while they submit their CV on an ATS. as an employer you have the following handy: 1) Robust Legal Framework and policy around screening potential candidates 2) Privacy Compliance 3) Holistic Assessment Chart- balancing this with the skills, experience, interview performance & references. can address red flags on the following content: 1) Offensive/ inappropriate content 2) Poor Judgement/ Risque behaviour 3) Sharing confidential or propriety information about current or past employers 4) Questionable connections/ associations with either cult/ controversial or extremist views as they may directly hinder with the company values & norms

Keep it simple. Share that most companies do a social media check and suggest the candidate make their profile private for a few weeks until the hiring process is complete.

If you find conflicting content, address your concerns directly with the candidate. Provide specific examples and give them an opportunity to explain or provide context. Ask open-ended questions to understand the candidate’s perspective and motivations behind their online behavior.

Assess whether the candidate’s core values align with your company’s non-negotiable values. Consider their past behavior, actions, and statements both online and offline. Use behavioral interview questions to gauge how the candidate handles situations that align with your company’s values.

Discuss your company’s core values in detail and ask the candidate how their personal values align. This is an opportunity to gauge whether they can integrate and uphold your company’s ethos. It’s like checking if two puzzle pieces fit together to complete the picture.

Weigh the importance of the conflicting online presence against the candidate’s qualifications and potential contributions to the company. Consider if the candidate’s skills and experience outweigh the risks associated with their online presence.

Evaluate the severity and relevance of the conflicting online content. Consider whether it was a one-time incident or a recurring pattern. Make an informed decision by balancing the candidate’s qualifications with their alignment to your company values. Think of it as a scale, carefully balancing both sides to make the right choice.

Communicate clearly and transparently with the candidate about why certain values are non-negotiable. Emphasize the importance of these values in your company culture and how they guide your operations. This step is like laying down a map, showing the candidate exactly where your company stands.

Focus on clear and transparent communication throughout the hiring process. Ensure the candidate understands your company’s values and expectations. Provide examples of how employees embody these values in their daily work and interactions.

If you decide to move forward with the candidate, set clear expectations about professional conduct and online behavior. Offer training or resources to help the candidate understand and integrate into the company culture.

Create a comprehensive social media policy that outlines acceptable behavior and the consequences of violating the company’s values. Regularly review and update the policy to reflect current trends and potential issues.

Most companies have core values, but not all of them genuinely integrate these values into their everyday decision-making processes. If you're one of the fortunate companies that does, and you're hiring, pay attention to a candidate's online presence. If it conflicts with your values, that's a clear indicator of a potential misalignment. That's the whole point of having clearly defined values. People can choose what they put online, and you can choose who you are as an organization. Even if someone is exceptionally strong but not culturally aligned, they will not be a fit.