I’ve blogged a bit about social media scoring and it’s importance to digital marketers on a personal level. There is no secret about how I feel about scoring of ones social media presence. Although the various platforms that rate a persons social media are entitled to do as they please in this space, I just can’t get too wrapped up into scores and allow those scores to reflect who I interact with and how much.
I have quite a few years experience in the traditional marketing field, digital marketing AND a Masters Degree in Internet Marketing so I am very secure in my knowledge in this space. Experience and tangible results should trump a platforms algorithm based assessment especially when it comes to companies using these platforms to secure employees. An employer should simply Google their candidate, when looking for someone to handle their marketing strategy. If the potential candidate has a decent digital footprint it WILL be displayed for all to view in Google’s search results
Scoring platforms may not be an accurate method of measuring a digital footprint because there are so many variables that could throw the score off. Suppose the person was working on a project that had them focus on a social media platform that is not in the scoring algorithm, suppose the person was working on a web project, suppose the person was creating a video? All of these variables would create an avenue in which the person or potential employee was not actively engaged in a social media platform, and this could be reflected in their social media score. This is just one of the reasons that social media scoring can be deceptive or tricky when utilized for hiring purposes.
However take a look at the infographic below and see how social scoring may be used to determine WHO gets hired.