According to a question I posted on LinkedIn in February, 2010, some hiring managers indicated they use social networking sites to screen candidates. While not all managers use these sites, it’s important for job seekers to be aware that there is a potential for a hiring manager to view (or attempt to view) their sites. Here are a few excerpts of responses:
Social networking sites can serve to provide insight on a person's interests, associations, character and values - critical information when attempting to assess organizational (culture and values) fit.
I will use Facebook or Twitter to find out if the candidate is smart enough to either block their sites or to make sure the information they put on their site reflects them in a positive and professional manner. In sales you can expect candidates will meet a lot of clients who won’t hesitate to do the same. I want to make sure they are portrayed in a light which would not reflect badly on my company.
I think that social networking sites are actually a good thing to "weed out" candidates. I understand that sites such as FB are geared more towards personal/social interactions, but I believe that a good candidate will still have some tact and personal responsibility when posting things. If a candidate has a risqué profile picture or doesn't make their profile private, I am led to believe that they may not have the critical thinking skills and overall professional demeanor to represent to a client.
Most of what I would do is on LinkedIn ... I use it for the following reasons.
1) To see if the dates on their resume match up with the dates on LinkedIn (often when I recruited in the tech space this came in handy). Also, I make sure job titles and responsibilities match. Candidates are less likely to bend the truth on LinkedIn since their colleagues and bosses will see what they have on here.
2) I also use LinkedIn to see if candidates have references on LinkedIn who have recommended their work.
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