Pulse May 2017 | Page 56

Care likes to throw a wrench in an interview just to see if a candidate can roll with the punches and mesh with his team. “When I drop by interviews, I bring several of my signature funny pens that I use as gag gifts during trainings. The pens advertise fake, humorous business names such as ‘Multiple Cat Owner’s Club: Exclusive club with owners of 10 or more cats and no relationships. www.crazycatlady.com’ or ‘Body Removal Services: Are you feeling trapped in your relationship? There is help! We make people disappear. Painless, discreet, compassionate technicians. www.likeitnev- erhappened.com.’ I pass the pens across the table to each candidate and gauge their reaction. If they laugh or crack a smile, I know they have a great sense of humor and will fit in well with the team.” Lack of Curiosity for Your Culture or Passion for the Job The person you’re interviewing should truly be interested in the job. That may seem obvious, but it’s so important to the health of your team to find people who are truly curious about your company and its culture as well as a passion for what you do. “We look for potential new hires to fit into our culture before anything else,” says Smith. “Our interview process allows candi- dates to meet several members of the team to gain perspective on who we are as a company and what we care about. Technical skills are great but if you’re not a good fit and you don’t mesh well with the team, it’s going to be a match.” (CONTINUED ON PAGE 56) WHAT’S THE SKINNY ON SOCIAL MEDIA? With potential employees constantly uploading so much of their personalities onto social media, it could be a great way of discov- ering if they’re truly a great fit for your company. According to a 2015 Society for Human Resources Management (SHRM) study, 44 percent of HR professionals agreed that a job candidate’s public social media profile can provide information about work-related performance. Also, more than one-third of surveyed organizations disqualified a job candidate in the past year because of concerning information found on a public social media profile or through an online search. SHRM is quick to note, however, that there could be legal ramifications for using social media and certain steps should be taken by your company to prevent any discrimination claims. So how do you go about using social media the right way? 1. Create a company-wide screening policy. This should include who can conduct social media screenings, when during the application process they can occur, which positions are eligible for screening, and how the results will be presented. 2. Create a list of screening questions to be answered as the social media screening occurs. This will keep the screen on- track and non-discriminatory. 3. Document and keep your findings. Submit your screening to the designated manager or HR professional for them to keep on file to disprove any discrimination claims. VISIT shrm.org for more information on implementing a social media screening policy. 54 PULSE ■ May 2017