If you hated the “publish or perish” policy at academia, you will not like this either: several companies now monitor potential job candidates based on their web presence, blog, Facebook, thumbler etc. and skipping the Resume part of the process, according to the The Wall Street Journal (link).
On one hand, it is a totally respectable approach: it recognizes leadership, creativity, communications, and arguably it is much harder to fake than a resume. For job roles where communication and especially online presence is important, this approach can reveal much about the candidate that cannot be detected at all in the entire interviewing process, let alone the Resume. Yes, it is a direct proof of genuineness .
On the other hand it is just like “publish or perish”: we are talking about what doing, instead showing what we are doing. Off course, I understand that this kind of recruiting approach will be not applied for technical professionals or ballet dancers soon. Yet, one might wonder weather the candidate with the longest list of Facebook friends and highest point in Farmwille is the hard working and motivated individual they are looking for. There is a possible trap also that you will hire the person with strongest “in the box” attitude. Blogging is cool? Facebook presence is cool? Self-branding on Twitter is cool? Cool, so everyone does it? The person who does the most drills is maybe the person who is the most sheepish trend follower instead of being a leader, if you are not careful about how you define “web presence”. Also, in an age where everyone is jumping to the latest shiniest bandwagon for media presence and PR, maybe the most genuine and out-of-the-box players are the ones who master and use OTHER channels, and not the Facebook-Twitter-Pintrest etc ones.