As organisations redouble their efforts to scour the right talent, knowing where to find it is now the most important part of the job. According to a survey conducted by HR.com, nearly 93% of organisations report that they conduct some background screening if they are to understand the person behind the work portfolio.
s organisations redouble their efforts to scour the right talent, knowing where to find it is now the most important part of the job. According to a survey conducted by HR.com, nearly 93% of organisations report that they conduct some background screening if they are to understand the person behind the work portfolio.
HR professionals need to use platforms such as
LinkedIn and Twitter, says Chaitanya Ramalingegowda, co-founder, Wakefit.co. “These profiles can help HR professionals gauge how well-informed, opinionated and articulate potential applicants are,” he says. Online professional profiles ultimately aim to help the employer see whether a new candidate is a good fit for the role, team or organisation, adds Urban Company’s Sana Nayyar. “It helps discover who they are, the work they have done,” she says.
So, how crucial is it to have a solid professional presence online? It depends on the role. “If I’m hiring a social media person or a brand manager, it’s helpful to know if they are micro-influencers. Do they intrinsically understand what’s trending or how to promote something?” says Aditi Pareek, head – human resources at Pepperfry.
