2015年09月11日 33720次浏览

如果你几年前在 Twitter 上发布的一些蠢话影响到了你找工作的机会,可能你会很讨厌这样的事情,不过 Fama 的首席执行官兼联合创始人本·莫纳斯(Ben Mones)表示,一些雇主已经在实施这种社交媒体筛选——只是他们的做法还不是非常全面和系统。






Fama 的客户可以指定他们想要筛选的社交媒体中的“危险信号”,比如吸毒、性内容、偏见或是亵渎等等。该公司会分析文本、图片和视频(部分是利用亚马逊的众包平台 Mechanical Turk)。




莫纳斯还强调,Fama 不会提供推荐。它只是为招聘经理提供额外信息——这种区分可以让该服务避免让人头疼的法律纠纷。


“我们不会给人打分,或得做出关于是否应该雇佣此人的结论,”莫纳斯说。我们所做的是为招聘经理提供足够的经过提炼的数据,这样他们就可以做出决定。我们的做法是推动大家的行动。这有助于确保我们 (或是我们的客户) 不会因诽谤而被控告,因为我们并没有打分。”


此外,莫纳斯表示 Fama 遵守《公平信用报告法》,而且不会突出种族、性别、残疾等 保护类 信息。


Fama 今天宣布了与人力资源工作流及背景调查公司 CARCO 的 合作伙伴关系 ,两家将联合提供产品服务。


Fama Helps Businesses Find Social Media “Red Flags” Before Hiring Someone
Fama Technologies aims to help companies screen potential employees by analyzing their social media posts.

You might not like the idea that something dumb you posted years ago on Twitter could affect your chances of getting a job, but Fama CEO and co-founder Ben Mones said employers are already performing this kind of social media screening — they’re just not doing it very comprehensively or systematically.

And he doesn’t see that as a bad thing. After all, social media can give an employer a better sense of whether someone will be a good fit, and also whether they’re likely to get the company in trouble by posting something offensive.

“Who you are online is very indicative — if not equally indicative — of who you are in the offline world,” Mones argued. “This is what people are just starting to come to terms with.”

Fama customers can identify the “social media red flags” that they want to screen for, whether it’s drug use, sexual content, bigotry or profanity, among other things. The service analyzes text, images and video (in part by leveraging Amazon’s crowdsourcing platform Mechanical Turk).

Mones said that in general, employers are less interested in, say, whether or not you smoked pot or drank a lot in college, and more in issues like whether or not you act respectfully toward women.

He also emphasized that Fama doesn’t provide recommendations. It just gives hiring managers additional data — a distinction that could help the service avoid thorny legal problems.


“We’re not assigning a score to individuals, or drawing conclusions/making claims about whether or not someone should be hired,” he said. “What we are doing is providing enough distilled data to hiring managers so they can make a decision. Bringing folks to the precipice of action. This helps us ensure that we (or our clients) are never held for libel, because we aren’t scoring.”

He added that Fama is compliant with the Fair Credit Reporting Act, and that does not highlight protected classes of information, like race, gender or disability.

Fama also announced a partnership today with HR workflow and background check company CARCO to offer combined products.