Whenever we engage new designers or developers to come work at Fama, we always ask to take a look at their portfolio of work, or a social resume. For designers, this typically means shooting us a link to their Dribble page. We can begin poring over their approach to building an awesome user experience, and understanding if their design philosophy meshes with our vision.

Software developers tend to send across their Github profiles, so we can begin digging into their code. We get a clear sightline into their previous projects and how they think about the world of hacking and creating.

Effectively these online profiles can act as a knowledge base - helping Fama reduce the unknown about each person we hire.

Non-developers and designers are a different bunch. These folks don't have online repositories showcasing their work. So they end up turning to social media to craft their identity, to help lure in their dream-employer.

Just this morning, Fast Company published a piece titled, "Here's How to Use Social Media at Each Stage of Your Career." While the article notes, "it’s true that you should delete or set to private anything you might not want your next boss to see," they tack on, "you should probably spend just as much time filing your streams with content that you do want employers to notice." Right, so you probably shouldn't be posting about your arrest record. But how do we "fill our streams" with content?

While we have seen that misogynistic tweets, or other abusive photos can cause someone not to get a job, more often than not we see that candidates are pushed forward in the recruitment pipeline because of something positive on their social media or online identity.

While the article talks about building relationships on social and how job-seekers should "stake out a presence," it leaves out one key detail. Employers are looking for something else when they turn to the world wide web in the candidate screening process.

We call them 'good flags' here at Fama. These are references to charitable causes that a person believes in, check-ins at non-profits, and other altruistic behavior. Companies are always looking for ways to build more community-driven organizations, to help enhance their own corporate social responsibility. These inferences are evidence of good behavior, proof that this person is trying to build a better world. This backs up what a person says in an interview, and employers care about this stuff. Trust us.

So next time you go help out at Habitat for Humanity, or run that marathon for a good cause, post about it on social!

Read the full Fast Company article here.