How Much Do We Really Need To Know About Our Candidates?

So, I’ve just dropped in my post for my favorite tools and gizmos of 2014 and I think there’s something to be said about the Connectifier, 360Social, and Vibe type products.  I use them to easily get contact information and different contact routes.  So if email fails, I try LinkedIn, if LinkedIn fails, I try Facebook, and so on.  I do have a limit because at some point you figure the candidate just does not want to engage.

But just how much do I need to know about Joe Candidate to drop him an email,  or give him a call to talk about a job opportunity?

Personally, I don’t need to know much.  I tend to focus on the skills that my job needs and what I can find about Joe Candidate online.  That gets the ball moving.  I do want to be able to honestly answer the question, “What made you call me?” when I’m asked.

But on one of these social profiling sites, the wording was something akin to “see the full picture of your candidate” online.

Meh.  That’s a little stalk-y—and is requiring us to make a judgement call.  I’d rather let the candidate in the gate based on skills and then judgment call after interviews and references.  To me that’s the full picture for a judgement call and is more fair.  I’m concerned that there are sourcers and recruiters spending too much time pre-vetting, reviewing too many social sites before letting a candidate in for an interview.

Is this a problem your organization? I’d love to hear where #FOTNation stands.

FOT Background Check

Kelly Dingee
Kelly Dingee is a Senior Manager, Global Talent Acquisition for Marriott International. She has extensive sourcing experience having worked for Staffing Advisors (retained search), AIRS (training!) and Thales Communications, Inc., (cleared/telecom) and got her start in the profession while a full life cycle recruiter at Acterna (now known as Viavi). Lucky for Kelly, she had a boss who could see the potential of sourcing candidates from the web, and in 1998, she stepped into a newly created sourcing role. No truth to the rumor that she has a side business to help you push your resume to the top of Google search results…


  1. The only way to really avoid judging (we’re human after all), is to let recruiting/hiring be a scientific, fact-based decision rather than letting gut decisions prevail. Online assessments is one way to make sure that the focus of shortlisting candidates remains on measuring their skills and personality traits, rather than going by what’s on a resume.

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