Social Media in the Hiring Process - amazonia.fiocruz.br

Social Media in the Hiring Process Video

Social media is no longer just a convenient means of communicating, or something that people use for entertainment purposes. Social media now pervades our society. It is likely that you check your social media accounts first thing when you wake up in the morning and the last thing before you go to sleep at night. How has this happened? This might seem impossible, until you consider that there are currently more devices capable of connecting to the Internet close to 24 billion than there are people alive on our planet 7.

Creating a job posting

Facebook has over two billion active users. There are more than five new Facebook profiles created every second. Balance that with the fact that more than 80 million of the existing Facebook profiles are fakes.

What does this mean for the hiring process? Facebook is an incredibly huge, ever-expanding, source of data. When coupled with other social media, such as LinkedIn, Instagram, and Twitter, a huge portion of the world population uses social media to some extent.

There are two ways that social media is being used in support of the hiring process. The first, and Sociak typical, use is in the sourcing of candidates for open positions.

What to look for in an employee for your social media agency

Social media can be a potent supplement to advertising on job boards or through agencies. The second way social media is being using in the hiring process is in the vetting of potential candidates who have submitted resumes or applications for open positions. This trend of using social media relative to job searches goes both ways. It is clear that recruiters need to take a more integrated approach to their use of social media, using multiple social media channels to advertise open positions. This multi-pronged approach results in a heightened ability to hire the best and the brightest. Here is where the use of social media in Hkring pre employment process gets controversial.

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Strictly speaking, no. You have other means of validating and cross-checking the data and information entered on resumes.

If you are trying to evaluate the character of a job candidate to pick out red flags, it is extremely difficult to ignore the treasure trove of personal data that is captured in social media. By gaining a better understanding of the character of the person portrayed on their resume, you can get a better feel for whether or Social Media in the Hiring Process a candidate fits into your corporate culture. You also can avoid making a potentially costly hiring mistake. There are some legal and https://amazonia.fiocruz.br/scdp/essay/calculus-on-manifolds-amazon/the-violence-and-police-brutality.php hurdles that you need to be aware of in accessing and using social media to evaluate candidates. It really is a case of balancing the benefits against the risks. If you are using your search to validate resume info by matching it read more what the candidate posted on social media, this is a valid and common use of social media.

While you may have started your search of social media looking for information that would support a hiring decision, it would seem very short-sighted to ignore information that could result in hiring a candidate that would later prove detrimental to your company or its reputation. The problem behind the potential illegality is the introduction of bias, either consciously or unconsciously.]