As a small business owner, human resources manager or hiring manager when you looking best candidates for open positions, of course, you want to proceed with caution. Selecting the wrong person for a job is expensive, a waste of time, and irritating to all involved. And when that employee prematurely separates your business, the game can be higher unemployment premiums and negative word of mouth which can be detrimental to your brand. 
The use of social media platforms to get a more accurate pulse on potential employees is a strategy to consider when choosing people to interview. Employers can use social media in two ways when hiring: to recruit candidates by promoting employment opportunities and conduct audits to confirm the qualifications of a candidate for a position
About 77 percent of companies are now using social networking sites to recruit candidates for specific jobs, according to a poll conducted by the Society for human resource management (SHRM), however, only 20 percent 651 respondents use social networking sites to search for candidates. When asked why they are not assessing candidates based on social media, they said they were concerned about the legal risks or discover protected status such as race, age, sexual orientation and religion, which can inadvertently swing their hiring decision.
Why use social media to screen?
The benefits of using social media to screen candidates is to learn about what is important to them. Perhaps you will find that the individual is affiliated with groups or clubs that are in direct conflict with the vision of your business. Or maybe you will learn that is enthusiastic about your industry and feedback messages and pictures that will stimulate positive image or your company's reputation.
Although it may be a legitimate concern, the use of social media in the candidate screening may be one of the most powerful tools in the hiring process, legal risks can be minimized. Remember, you are looking for the preservation, quality and your company's reputation, and you have the right to gather information on potential employees in any legal way that you like. Some content published on social media platforms should be considered in favor of or against a candidate.
proceed with caution
The determining factor with regard to using social media to screen candidates boils down to balancing legal risks. HR managers can minimize the risk if the screening of social media is part of the reference or background check before extending a conditional offer. After an individual has been interviewed, belonging to protected groups is already known. So check his LinkedIn profile, Twitter or Facebook are not likely to be much more that human resources already knows.
risk can be minimized if the human, rather than a hiring manager, shall check social media. Indeed, human resources knows what he can and can not be considered.
Conclusion
The benefits of using social media to screen candidates is to learn more about what is important to them . Perhaps you will find that the individual is affiliated with groups or clubs that are in direct conflict with the vision of your business. Or maybe you will learn that is enthusiastic about your industry and feedback messages and pictures that will stimulate positive image or your company's reputation. Either way, social media can be a useful tool for getting to know your candidate before an interview.
Do you use social media in search of potential candidates? Let us know your thoughts.
0 Komentar