Instructions for Virtual Footprint Research

How to Research an Applicant’s Online Presence

Summary

These instructions will detail the process for researching a prospective employee’s virtual footprint. Observations from social media outlets and internet searches can be evaluated and used to reach conclusions about the individual. In order to complete this research you will need a computer with internet, note taking utensils, and a clean, organized work area.

These instructions involve 5 steps:

           

            A. GOOGLE Search- Research by using GOOGLE internet search.

            B. Facebook Search- Research by using Facebook.

            C. Twitter Search- Research by using Twitter.

D. LinkedIn® Services Search- Research by using a LinkedIn® search.

E. Evaluation and Conclusion- Evaluate observations and make a recommendation.

Instructions

A. GOOGLE Search

1.    Use GOOGLE internet search.

Go to google.com and type the prospective employee’s full name in the search bar.

*Tip: Use keywords from the applicant’s resume to narrow the search. Keywords include their hometown, school, activity, place of employment, etc.

2.    Open relevant articles.

      Click on links that could be relevant to your search. Look for news articles and online material that include the prospective employee’s name.

      *Tip: Bookmark or record links to web pages so they can be accessed later.

3.    Record observations.

    Record personal observations and facts after reading each web page. Make sure your observations include your overall impression from the article, positive or negative.

B. Facebook Search

1.    Log in to Facebook account.

Go to facebook.com to log in to your personal Facebook. A Facebook can be set up by following the instructions on the website if you do not have a Facebook account already.

2.    Search for prospective employee.

     Type the prospective employee’s name into the search bar on Facebook. The search bar is located at the top of your page. Have their resume at hand so you can select the Facebook of the right person.

3.    Request to become their ‘Friend.’

Click the ‘Add Friend’ button on their profile to send a ‘Friend Request.’ This will allow you full access to their profile.

4.    Wait to be accepted as ‘Friend.’

      Wait 24 hours for the prospective employee to accept your friend request.

      *Tip: Move on to sections C and D while waiting on friend acceptance.

5.    Examine Facebook profile.

Inspect each section of a member’s Facebook profile and record your observations. Examine the ‘Info,’ ‘Wall,’ and ‘Photos’ sections. Clicking the links below the user’s profile picture will access each of these sections. Examples of the links are shown below.

6.    Consolidate all Facebook observations.

      Collect all recorded observations over the prospective employee’s Facebook. Make sure your observations include your overall impression from the account, positive or negative.

C. Twitter Search        

1.    Log in to Twitter account.

Go to twitter.com to log in to your personal Twitter. A Twitter can be set up by following the instructions on the website if you do not have a Twitter account already.

2.    Search for prospective employee.

Type the prospective employee’s name into the search bar on Twitter. The search bar is located at the top of your page. A search will show results for any accounts connected to their name, and any Tweets containing their name.

3.    Request to become their ‘Follower.’

If their Tweets are already shown, move on to the next step. If their Tweets are protected then click the ‘Send Follow Request’ button.

4.    Wait to be accepted as a ‘Follower.’

Wait 24 hours for the prospective employee to accept your follower request.

*Tip: Move on to section D while waiting on follower acceptance.

5.    Examine Twitter account.

Inspect the applicant’s ‘Tweets’ and the accounts they ‘Follow.’ Record your observations during your inspection.

6.    Consolidate all Twitter observations.

Collect all recorded observations over the prospective employee’s Twitter. Make sure your observations include your overall impression from the account, positive or negative.

D. LinkedIn® Professional Networking Services Search

1.    Log in to LinkedIn® account.
     Go to linkedin.com to log in to your personal LinkedIn. A LinkedIn® account can be set up by following the instructions on the website if you do not have a LinkedIn® account already.

2.    Search for prospective employee.

Type the prospective employee’s name into the search bar on your LinkedIn® account. The search bar is located at the top right of your page. Have their resume on hand so you can select the LinkedIn® account for the right individual.

3.    Examine LinkedIn® account.

Inspect the content of the applicant’s ‘Experience’ and 'Additional Information’ sections and record observations. These sections are located below the applicant’s LinkedIn® account picture.

4.    Consolidate all LinkedIn® observations.

    Collect all recorded observations for the prospective employee’s LinkedIn® account. Make sure your observations include your overall impression from the account, positive or negative.

E. Evaluation and Conclusion

1.    Consolidate all online observations.

      Organize all observations recorded during sections A through D.

2.    Evaluate all observations.

Look through each independent observation and grade it as a positive or negative characteristic for a prospective employee.

*Tip: Group all positively evaluated observations and all negatively evaluated observations separately.

3.    Reach conclusions based on observations.

Look through each independent observation and its evaluation. List your conclusions of the individual based on your online observations.

*Tip: List all conclusions on a separate piece of paper so they can all be seen together separate of the independent observations.

4.    Make final recommendation.

Use your list of conclusions to determine whether you believe this individual will be an asset to our company. Make a final recommendation to the head recruiter on whether the prospective employee should be hired or not.

*Caution: Your boss trusts your judgment. Put adequate amounts of time and thought into your research and recommendation.

Conclusion

You have completed your research of the prospective employee’s virtual footprint. Facebook, Twitter, LinkedIn® professional networking services, and GOOGLE search have all been used to research the individual and form your own conclusions based on their online presence. Remember these key suggestions when researching the individual:

•       Research as much information concerning the individual as possible.
•          There is no single way to research a prospective employee. If an article takes you to another web site that is not listed in these instructions feel free to browse that web page as well and record relevant observations.
•          Record all observations in an organized manner.
•        Evaluate observations on a professional level.
•        Know that your conclusions are based on your personal observations and evaluations. There is no right or wrong answer.

If you have any questions concerning your conclusions feel free to seek advice from your supervisor concerning the issue.

© Mason Koch, Texas A&M University, CHEN 489, 2011