An expert in selection processes told a curious case in the passenger air transport sector. His alleged hiring was the perfect candidate, as he had an impressive CV, specialized training, with the Habilitations and Certifications already in place, the experience demonstrated with the required seniority and numerous recommendations from colleagues and managers. In the personal interviews, the various interlocutors were impressed, almost giving the impression that the description of the vacancy had been written for a profile like his, for him.
He wasn't hired. What? Why?
This time it was by chance. Surfing on Facebook, the HR expert inadvertently (by checking his own photos) came across the candidate's profile. "Well, if it isn't the person we're going to hire!" However, it turned out that he belonged to a magic and witchcraft group, being the official wizard candidate of a "Black" community where, apparently, they met and distributed spells to act against unwelcome people, enemies, and so on.
I wasn't a Harry Potter fan, I belonged to a real collective of people like that. Something definitely didn't fit the corporate culture.
From that moment on, they use a system that allows them to validate the profiles in social networks automatically.
How do they work?
These modules allow you to identify and set up a series of reference values, tastes and hobbies required (or desirable) for the vacancies.
Once the applications are received, automatic searches are launched on the various social networks to identify the degree of suitability. It represents an additional element of assessment when deciding which person receives the trust and becomes part of the Organization.
It is only necessary to know in advance the elements that are valued positively and the alerts that should be triggered with those contents that, for example, were defined as incompatible with the profile, values or culture.
