...how many Twitter followers they have? LinkedIn Connections? Instagram followers? Do you know if they have a blog/tumblr? Do you have any idea at all what kind of network that person will be bringing into your organization? Why not? No, seriously, why not?
When discussions about blocking networks like Twitter and Facebook at the corporate firewall seemed more common (they seem to have settled down but I could be just not hearing the stories), one example I always used was about ROI. Now if you hire me and block my networks, you get the ROI of Me - depending on who you ask, that's worth either a lot or a little. If however, you hire me and allow me access to my networks, you get me PLUS the knowledge I can draw on from those networks that I've spent years cultivating - no matter what you think I'm worth, the ROI of Me + My Network is (does math in head).....MORE. When you look at my resume though, you've got no way to judge the value or potential value of my network - why not?
I know that some marketing groups/firms are using things like Klout and Peer Index to measure potential hires' social network strength but should that become more of a standard practice? If everyone in your organization is supposed to act as a brand ambassador, do you have any idea at all what the social networking reach of your ambassadors is? Did you just hire a Maven or a Connector? Can you / should you be looking at how to teach your employees to become Mavens and Connectors? We teach them all sorts of things but are we teaching them how to build and leverage the power of networks? Are we teaching them to become more valuable to our organizations by becoming part of more productive networks?