Social recruiting is arguably the most popular way that HR uses social media to its advantage. It means attracting and sourcing qualified candidates through social media (for example, Facebook, LinkedIn, and Twitter). Ultimately, it is about growing networks, building lasting relationships, and finding higher-calibre candidates. It gives the people responsible for recruitment a more interactive way to engage active job-seekers and connect with passive talent in the online communities that they frequent the most. Using social media lets you reach beyond your network and attract potential candidates with targeted or non-targeted advertising and automated job feeds.
Social media also offers candidate screening methods that were unavailable in the past. Using social media to screen candidates can be as straightforward as searching for the candidate’s name or looking at their Facebook profile, often without the candidate’s knowledge. Although you can (and may already) use social media to screen potential candidates, there are some major concerns associated with its use as a tool to run background checks on candidates, including privacy and human rights issues.
According to a 2016 survey conducted by Career Builder, 60% of hiring managers surveyed said they use social media to look for information that supports a candidate’s qualifications for the job. Furthermore, 49% of hiring managers stated they have found information that resulted in a decision not to hire a particular candidate. The top disqualifying social media discoveries were:
- Inappropriate or provocative pictures, videos, or information: 46 percent;
- Information that suggests the candidate has been drinking or using drugs: 43 percent;
- Comments made by the candidate that were discriminatory and related to race, religion, gender, etc.: 33 percent;
- Inappropriate comments made about a previous employer or coworker – 31 percent; and
- Poor communication skills: 29 percent.
Screening candidates by viewing their social media profiles without their express knowledge or consent can open you up to a host of human rights and privacy complaints. As we know, privacy legislation requires the consent of the individual for the collection, use, and disclosure of personal information. So, is it fair to assume that information posted by an individual in a public space would not be subject to the same privacy laws as other personal information?
Explore ways to conduct social screening using recommended best practices to help ensure your compliance with privacy and human rights legislation, and find the best candidate for the job.
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