In today’s social media centric world, practically nothing can be hidden. Your every digital move is tracked. And the tracking technology just keeps advancing. Recruiters and hiring managers observe potential candidates’ social media pages to better understand the candidate and their behaviour. And now, it’s just gotten easier for recruiters. A South African business, Farosian, has developed an algorithm for recruiters to gain a greater understanding of potential candidates online behaviour.
How it works:
The Farosian algorithm, developed by specialist social media company Farosian, uses an impartial algorithm to gather only content relating to a person which is in the public domain. “Only professional related behavioural traits such as creativity, professional image, and writing ability are scored. “says Farosian CEO Farhard Bhyat. “Each completed report then goes through a three-tier quality assessment process to ensure the quality, accuracy and validity of the content.” As a result, private information is not viewed by recruiters, protecting the privacy of the candidates.
At a recruiter’s request, an applicant’s public social media activity, such as likes, interests, hobbies and values, is assessed, and then a value-culture match between organisations and candidates, and a risk assessment, is reported on.
The algorithm’s importance:
Bhyat explains the importance of their algorithm. “Global statistics show that over 80% of hiring managers, HR managers and recruiters conduct social media screening on candidates,” he explained. “The challenge with this being conducted manually and without a tool such as ours, is that the probability of discrimination is extremely high; the recruiter may not even be viewing the correct candidate and there is potential for breaches of privacy as protected information is accessed and viewed.” The algorithm has already had success stories. In one case, candidate’s report detailed “high levels of homophobia, racism, discrimination, aggressive conduct and content, with high levels of potential for aggressive confrontation on the basis of discrimination due to homophobia.” The candidate had already been hired before the screening but was soon fired after having a verbal and physical altercation with another coworker. As such, the merit of the algorithm is quite apparent.
“I believe businesses should invest in social media training for all staff, to cover the aspects of privacy settings, user guidelines and legal consequence of content,” Bhyat says.
What do you think of this algorithm? Let us know in the comments below!