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Should a Candidate’s Klout Score Matter to You?

Unfortunately, there is no simple answer to whether a candidate’s Klout score should matter to you as an employer. The significance of a Klout score will depend entirely on the type of company you have, your industry, the demographics you aim to reach, the type of job vacancy available, and the necessity for social media marketing as part of your business approach.

Reasons to use a Klout score

Refine your candidate list: In many instances, a Klout score can help you to filter down your candidate list, particularly if you are faced with a long list of similarly qualified and experienced interviewees.

Pinpoint a candidate’s presence: Klout scores can also be used to help you discover the approximate impact and influence a hopeful candidate has on certain markets and groups of individuals.

Check an applicant’s knowledge: By requesting a Klout score, you can identify how familiar candidates are with industry buzzwords, and you can effectively assess how social media savvy they are.

Gain a different perspective: A high Klout score can set a candidate apart from the competition and as such, may help you to review resumes that you may not necessarily have looked at before. A candidate may not have years of experience, but their Klout score may be more valuable than the length of their resume.

Reasons to ignore a Klout Score

Accuracy is questionable: Although Klout uses a set algorithm to calculate a Klout score, it could be said that a teenager, active on several social networking sites, would end up with a higher Klout score than a marketing executive with years of experience in the industry.

It is only a number: Despite measuring your ‘influence’ by taking into consideration a number of social profiles and sophisticated calculations, the number of a Klout score does not necessarily reflect the true impact a candidate has online. Fewer retweets will results in a lower score, but the few retweets gained by the candidate may be vital for your particular needs.

A high score may be irrelevant: A candidate with a score of 90 may seem impressive, but if their expertise and interests lie within a completely different industry, then their influence online may be irrelevant to what your company requires. A candidate with a Klout score of 40, but whom is active in groups that you hope to target, would therefore by more useful to you than the candidate with the score of 90.

Manipulated scores: Unfortunately, a high Klout score may not be true. Candidates are given the means to manipulate their scores through buying followers on twitter, likes on facebook and other social media packages that help to boost your presence. Reliance on a Klout score may mean you hire the wrong candidate.

Qualifications over Klout: It is important to remember that before Klout arrived on the scene, a candidate’s skills, experiences and qualifications would have been enough to tell you whether a they were right for the job or not. By basing your hiring decision on a person’s Klout score, you may end up overlooking candidates who are in fact better qualified and skilled for the job.


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