• http://www.garethjones.me Gareth Jones

    Not sure i can agree with you on this one John. Firstly, good recruiters dont need these kind of tools if they know their market – its only the laziness that has crept into recruitment in the last 10 – 15 years that drives recruiters to rely on metrics like this. I personally think it is better to look at someones footprint individually rather than try and make sense of some collaborated algorithm.

    Secondly, there are plenty of individuals with extremely high klout/peerindex scores who would struggle to meet more than three of your 10 criteria above. Try it for yourself – go to Klout and look up some people with high scores, then pop their twitter handles into something like tweetstats.com and look at the conversational stats. You will see that there are a lot of people out there with high scores who use social channels to simply broadcast.

    The web has created an extremely accessible and open landscape for recruiters and the social layer has made individuals even more accessible than they were before. Hence, even if you are only a half decent recruiter you will be able to find the right people without having to resort to these currently still crude, embryonic and potentially misleading tools.

  • http://www.IrishRecruiter.com Ivan Stojanovic

    All but not Klout, since it measures users last 90 days only.

  • http://MedZilla.com Del Jay

    http://www.youtube.com/watch?v=0huJJfeMSQ8

    Klout is not something that deserves our respect.

  • Keith Halperin

    Thanks, Dr. Sullivan. Seems like this would take too long and be largely irrelevant for most positions except for some marketing-related or possibly C-level positions in the public eye. IMHO, we need tools which will help recruiters streamline the internal hiring process, not tools which add more places for $6.25/hr sourcers to look for the the people that could be found more quickly and easily other places.

    Cheers,
    Keith

  • http://blog.kred.ly Shawn Roberts

    Dr. Sullivan,

    Hello, this is Shawn from Kred. Thank you for including us in your story on social influence scores for recruiting. One thing that recruiters may find valuable about Kred in particular is that it gives scores in communities connected by interests and affiliations in addition to a global network score. Kred is also integrated into Playground, our social analytics platform, where users can construct custom communities to find influencers by any subject they wish.

    We also have full transparency of score calculation on our Activity Statements. For recruiters, this means that Kred can assure that a candidate’s influence has been derived from their connections in relevant communities with relevant people.

    We agree that influence measures are in their early days — we like to call it the ‘Mendel Stage’ — and its feedback from our communities that will help us make these effective tools for recruiters, marketers and others. Please let us know your ideas at contact@peoplebrowsr.com or tweeting us at @kred.

    Very best,
    Shawn Roberts

  • http://www.safgcareers.com Gordon Frutiger

    “Influence Scores Are Still in Their Infancy”

    In my mind, you should have the article with this point. Also, I don’t see any mention of vetting this potential practice with Legal & Compliance.

  • Sandra McCartt

    Surely you jest. I don’t know whether to die laughing, ask you if it was a slow Monday to figure out something to write about or if you have bumped your head on a jagged piece of sky. If the quesion is serious the answer is “Of course not, that is the silliest damn thing that has popped up on the internet since people thought Bill Gates was going to send them money for forwarding emails.”

  • Sandra McCartt

    As a recruiter if anybody has their Klout score on their resume i take it off. I don’t want them to look like an adolescent idiot to a hiring manager.

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  • http://www.bodognation.com Paul Humphreys

    This article confuses me. It starts by extolling the virtues of SM rankings and Klout scores as an assessment tool, then goes on to say you need actuallt to look beyond Klout scores to identify real transferable skills in potential recruits.
    I think I will stick to good old fashioned proper competency based interviewing.
    How about a counter-argument – people with high Klout scores are less appealing as potential employees because they spend all day on social networks and not doing the jobs they are paid to do?

    I’m all for embracing new technology, but considering a Klout score of a candidate opens up a Pandora’s box of potential litigation, not to mention the fact it is highly subjective. There are far better ways of assessing a candidate. This technology is not proven and is more likely to lead to you missing out on good candidates.

    I also take issue with this assertion: “79% of HR and recruiting professionals responded that they currently use online reputation information as part of their hiring process”. I don’t think they do. These statistics are banded about all over blogs such as these, but bear no relation to my experience, or the experience of my network of recruiters in the UK whom I have discussed this with at length. These stats are only ever quoted by “social media gurus” to try to talk up the use of social media within recruitment.

  • http://www.recruitmentmisfit.com Steve Ward

    I specialise in the Social media space, and recognise and read about Klout, PeerIndex and Kred very often – and such a score, is NOT a measurement for hiring suitability – unless your job will involve a significant degree of social media communications and contact building. Even then, when we select Social Media or Digital professionals, the Klout is almost NEVER taken into consideration.

    We’re recruiters and HR professionals right? – Hire people on their actual abilities to do THE job, and by methods of assessing attitude and potential. It has been proven that someone’s dog, can do nothing other than automation, and have a higher Klout score than the active owner.

    If you want to embrace the 21st century and assess the existence and effectiveness of a candidate’s online footprint, read their Twitter stream, look at their blog, and dip into their LinkedIn/Facebook profiles.

    Recruiting using Klout and other such tools is unnecessarily gimmicky, lazy and inaccurate.

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  • jitendra shekhawat

    Embryonic stage.Too early to figure out.Using for recruitment now? Its like going overboard.To read footprint and assess Li/Fb/Twitter are available.One can decipher through their activities.

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