Is there a place for social profile screening in coalition building?

Mashable: 45% of Employers Now Screen Social Media Profiles:

Nearly 1 in 2 companies are doing their online due diligence for prospective job candidates, according to research firm Harris Interactive.

HI was “commissioned by CareerBuilder.com and surveyed 2,667 HR professionals, finding that 45% of them use social networking sites to research job candidates, with an additional 11% planning to implement social media screening in the very near future.

According to the study, ‘thirty-five percent of employers reported they have found content on social networking sites that caused them not to hire the candidate.’ The big lessons you can learn are quite obvious, but bear repeating. Provocative photos and info are a bad idea (53% of employers won’t hire you), shared content with booze and drugs is also highly dangerous (44% dismissed candidates for this reason), and bad-mouthing former employers is very risky behavior (35% reported this as the main reason they didn’t hire a candidate).”

(This might be a good time to see if you pass the social media recruitment test.)

The interesting question is whether this growing employment trend has a place for coalition building and stakeholder engagement.

Should people who want to be engaged in a community decision-making process or issue advocacy effort be vetted at even the most rudimentary level and, based on results, steered to or away from the initiative?

If you’re responsible for maximizing the value, effectiveness and/or and inclusiveness of such efforts, do you have a responsibility to try and weed out wackos, criminals or others? And if so, how do you establish the criteria for in or out?

What do you thinK?

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