Assisting a client with some recruitment recently got me to thinking; should employers and recruiters consider candidates’ social network reach? Perhaps there are some questions around this that need to be asked during the recruitment processes – taken on a case by case basis of course. It’s easy enough to find out how many Twitter followers and LinkedIn contacts a candidate has, smart tools such as Klout could be used to asses a candidates online influence.
Of course, I’m not suggesting that employees should be mrequired to leverage their followers to help market their employers’ business. But perhaps, if a company has excellent culture, and their employees are passionate about the product/service being delivered, then their online influence might be a consideration.
What do you think?