Should We Use Social Media to Assess Communication Skills?
by Tim Walker
Here’s an interesting idea that I came across in this article about hiring employees with good communication skills.
Here's a snippet from the article:
“Check social media for writing and communication skills
With the specific skills needed now clearly defined, the hiring manager can use social media to screen an applicant's writing and communication skills, while also gaining a glimpse into the candidate's personality.
Online profiles may be viewed as an extension of the person. Facebook, Twitter and the like aren't just places recruiters scout for profane language or explicit content. More important is the fact that recruiters can gauge skill sets and review basic writing and communication skills. An applicant's status update about a restaurant that's failed to provide the best chicken merlot she's ever eaten isn’t going to be the same as a proposal for a client.
But if this person is failing to use spell-check or proper punctuation, or is using overly harsh language, the hiring manager might want to take note.
LinkedIn can also be examined for specific skill sets and evidence that an applicant is actively engaged in his or her industry. Also, look over the applicant's profiles to ensure they are filled out fully and appear consistent.
Once the hiring manager finds applicants with strong writing and communication skills and a passion for the industry, it is time to screen for additional baseline skills.”
In the age of emoji, hashtags and abbreviations, is it really fair to judge a potential employee based on his or her social media communication skills?
I think my initial reaction is to scream “of course!” Basic communication skills are sorely lacking and an employee who lacks these skills can make your business look unprofessional. On the other hand, could someone who can “speak” social media and connect with a younger demographic actually be an asset?
What do you think?