It’s no surprise that social media’s becoming increasingly prevalent in recruitment. In fact, 92% of recruiters say they now use it as part of their process*.
Social media can override some elements of more traditional routes of recruitment – which is why many employers turn to it.
Some of the most popular recruitment benefits cited by employers include:
And for worse
With its benefits though, comes many pitfalls…
Although employers cite this as a benefit, you must tread with caution. Protected characteristics are protected by law, and if you refuse to interview or recruit someone because of one, you could face discrimination claims. Protected characteristics include: age, sex, disability, sexual orientation, gender reassignment, religion or belief, race, pregnancy and maternity.
There’s no way of knowing what you’ve read on a prospective employee’s social media page is accurate. Information contained could be doctored, a prank, edited or posted to conform with their followers. Ask yourself, can job-relevant characteristics really be measured on social media?
Social media isn’t necessarily a level playing field. Some people might have their profile set to private, others might not, and some just aren’t on social media full stop, so there’s no standardisation in terms of how much, and what kind of information you can access from person-to-person.
As such, social media should supplement your recruitment efforts – not replace it. We’d recommend you use at least two channels when recruiting.
Ask yourself, is an individual’s social media antics really relevant? According to research**, employers are put off by things like vanity, drunken photos and over-sharing of content. But does any of that really impact someone’s ability to do the advertised job? Odds are, it does not.
Equality and diversity
During a ‘standard’ recruitment process, you can’t ask a candidate questions around their age, religion, marital status or sexual orientation (to name just a few), but social media snooping side steps this right – offering a route for undocumented discrimination.
With great power comes great responsibility. According to research***, 62% of job seekers research businesses on social media before applying for a job.
What does this mean? Your social media profiles need to make the grade to avoid putting people off. Here are a couple of quick tips:
We can help
*According to research conducted by Jobvite.
**Research conducted by YouGov.
***Research conducted by Betterteam.
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