Online services such as Klout, Kred, and PeerIndex purport to measure a person’s social media influence. These services use complicated algorithms to assign a numerical value on a person’s activities on social media sites including Facebook, Twitter, LinkedIn, and others. They analyze every like, retweet, and comment on a daily basis. Scores vary, but on Klout for example, scores can range from 0 to 100. Forty is currently the most common score.
These services show users how they impact the people connected to them. They look at who is engaging with your content and who the users are sharing it with. They may offer rewards, discounts, and special offers through companies wanting people to try their products.
Some companies have begun using social influence scores in the recruiting process. There have been several reported cases where candidates have not been selected for jobs due to low social influence scores. HR professionals should be cautious if using these scores as part of the selection process. As with other tools used when making a hiring decision, an employer must be able to clearly distinguish that the need for a high-social-influence score is job-related. Because such scores can be easily manipulated, HR professionals should proceed with caution!