Innovation

Social profiles and how they affect hiring decisions

social profiles
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We’ve all lost a lot of privacy as a consequence of the rise of social profiles in the last several decades. We can receive updates and view photos of what other people are doing in their life almost every second of the day. Some good things have come out of this, but there have been some unexpected side effects as well. It is true that social media may help you keep in touch with friends and coworkers, but it also puts your private life under more scrutiny. Be prepared to have your internet behaviour examined by your prospective employer when applying for a new job.

People who wish to have a good social media presence need to be a little more cautious than they usually are. Human resources recruiting teams now have access to a wealth of previously unavailable applicant data thanks to social networking sites.

Advantages

The information included in paper resumes used to be highly valued by companies. Employers now have access to a wealth of previously unavailable information about applicants because of the development of social media platforms, such as personal interests, social connections, and even previous job examples.

For job searchers, social networking has sped up the process of searching for work significantly. People may look for work across hundreds of websites using it to discover opportunities that match their skills, making the job search process more efficient.

If you’re looking for a particular skill set or are located in a remote area, the Internet and social media platforms may help you connect with potential employees. When it comes to recruiting new employees, these companies used to rely on conventional methods like advertising. Now, thanks to social media, such methods are almost entirely obsolete.

Disadvantages

Employers must use caution when using information obtained from social networking sites to prevent discrimination claims. A lawsuit may be brought about if incorrect information is obtained. Other reasons include the fact that a candidate’s social media presence may not always give you a true image of them, and you may hire them without considering the “larger picture.”

Comparing prospective applications by sifting through social media may take a considerable amount of time for an employer to attempt to reduce the number of final applicants. These searches can take quite a long time and become quite stressful if you don’t have enough employees.

There is so much data out there that companies may have difficulty narrowing their search to provide a steady stream of results. In certain cases, such as when a job requires a specific skill set, using social media to find the best fit is not the most successful approach.

Don’t ever ask for anybody else’s password. Many jurisdictions protect employee social media passwords and prohibit employers from requesting them from job applicants (or employees). All states and the District of Columbia are in breach of the federal Stored Communications Act when it comes to candidate (or employee) passwords. This means companies should only use information that is available to the public when making employment choices. Let human resources (HR) handle it. Candidates’ social media accounts should be reviewed by a human resources professional rather than a line manager.

Human resources (HR) professionals are more informed about what variables they may and cannot examine. See what’s leftover at the end for further details. Examine a candidate’s social media accounts after the interview to see whether he or she belongs to any protected groups, such as a minority. It’s impossible to overestimate the value of being consistent. Don’t limit your research to one candidate’s online presence. Take a look at them all. Make a list of your choices. Any information gleaned from social media and utilised to inform a hiring decision should be made public, along with any reasons for rejection (for example, bad judgement). Appealing a decision ensures that any potentially harmful information has been removed before the final judgement is examined. Take into account where you got the information.

Consider what the candidate has written or tweeted rather than what others have said about him. Any unpleasant social media material discovered should be given the applicant an opportunity to react. Fake social media accounts are easy to get by these days thanks to the internet. It’s important to keep in mind that there may be other laws that come into play. Because of the federal Fair Credit Reporting Act, you are absolutely safe when it comes to social media screening (and similar state laws). In addition, many state statutes ban discrimination based on off-duty behaviour, with a few exceptions.

Verify the applicant’s credentials on the internet to ensure they are valid.

Pre-screening candidates are no longer limited to phone interviews and personality tests; companies now have access to social media profiles of candidates, allowing them to learn more about their personal life and prior work experiences. Confidential information is now widely accessible to anybody willing to put in the time and effort to look it up on the internet.

We’ve come to the opinion that an applicant’s online history should be as close as feasible to their CV or interview qualifications. Prospective employers are looking for this information, and any inconsistency may cause them to doubt the validity of a candidate’s CV.

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