Social Influence Scoring – Good or Bad?

I often hear people criticsing using Klout, Kred, Peer Index scores as part of the job interview process because it isn't accurate – I smile because

  • Are you saying CV's themselves are totally accurate? Are you saying that they are not exaggerated, that they are not manipulated in some way?
  • Are you saying that as the law stands, references are accurate and useful? They are so vague that they are almost useless.
  • Are you saying that people don't choose people who will give them a good reference?

I don't mean that people lie deliberately – although some do – I mean that most people sell themselves on their CV , putting a positive spin on their career achievements.

We all know that and therefore use the job interview process to probe, to question, to assess the accuracy of the profile they are portraying.

For me the CV is an insight, it is a filter to try and find the right person. We don't choose purely on what they say on the CV, we use it as an introduction.

For me when looking for marketers or indeed any job which involves social media, why not use the social influence as another input to the process? Of course it is open to manipulation, of course it isn't 100% accurate…..nothing that measures influence can be…but it can give you an insight for you to probe. 

A social influence score is not an aboslute – it is a guide not a fact.

A social influence score can be manipulated but so can everything from achievements to whom you get a reference from.

It is another tool for the leaders toolbox – and anything that acts as a conversation starter is useful!

Anna has spent over 20 years as a Board Director at several global brands. She now runs her own company The Engaging Brand which supports business leaders who want to transition to the new social business model. She is also a speaker, writer and radio show presenter on social business, indeed her podcast The Engaging Brand has been nominated 6 years running as Best Business Podcast at the Podcast Awards. She brings an unusual mix of experience to business - she has a 1st Class Law Degree, MBA in marketing and is a qualified Chartered Accountant. This unusual mix means not just explaining the why of being social but how to turn social into a measurable business tactic to grow your bottom line. Her blog is recognised as one of the leading UK marketing blogs.


    November 15, 2012 at 12:01 am

    Recently I had a debate with a friend who works in the staffing industry about prioritizing these variables: CV, references, and social influence scores.

    1. Social Influence, 2. CV, 3. references.
    References are a distant third because anyone has at least a couple people who have good things to say about them. A CV is a great qualifying tool, but it’s easy to look good on paper. You can manipulate social influence rankings but it requires an understanding of how several variables impact the scoring algorithm. Manipulating social influence rankings requires effort and a respectable sphere of influence for you to cheat the system.

    Recruiter: CVs carry the most weight. References and social influence are “about the same”.

    Does this mean I can spend a couple hours getting “creative” with my resume and demonstrate more credibility than the hours I spend developing content and relationships online? Sure, makes sense!

  2. November 23, 2012 at 9:00 pm

    Dan – as an ex HR Director I also don’t think we use our eyes and ears enough. Seeing how they react to people, so for instance I always got one of the PA’s to bring in a drink….many ignored her and didn’t even say thank you…they had normally put great personal skills and team player down as strengths!

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