HR receives thousands of employment applications, but how do you narrow down the list of applicants once you’ve reviewed the necessary criteria? Turn to the world of social media. Whether it’s checking on current employees or screening potential applicants, social media is a powerful tool.
Whether employers are looking for candidates that fit well into their culture and company or looking to verify if a resume is accurate, social media gives employers a glimpse into personal lives.
Social Media Channels to Verify Employment Applications
The main social media channels that employers check after receiving employment applications are Facebook, Twitter, Instagram and LinkedIn. Keep in mind that if you search for someone on LinkedIn and view their profile, the applicant or employee can see it. LinkedIn serves as a secondary resume for many applicants.
On the flip side of things, if employers can’t find any social profiles for applicants, they may be less apt to hire them. Employers may assume that an applicant has erased all their profiles or hidden information on purpose, but this may not be the case.
While some places say, it’s not ethical to check social media sites, for HR to overlook it is also negligent in today’s high-tech age.
Equal Employment Opportunity concerns abound with social media profiles. Not everyone is on social media, especially age-protected groups or those that are socially disadvantaged. Social media should be used in conjunction with other recruiting approaches, not the only avenue. Additionally, don’t rely on just one form of social media, but check them all. If HR sees anything that influences their hiring decision, it should be printed out, and the reason for rejecting or firing the applicant needs to be documented.
If you post jobs on social media, remember these are advertisements that must include EEO information as well as affirmative action taglines. The postings must also include all hiring documents that are required by federal and state law.
Many employers may also be privy to race, approximate age, gender and more – including medical or family problems posted on social media.
So while social media is an integral part of today’s society, employers should proceed with caution to avoid violating any EEO rules or regulations about hiring or retaining employees.
Assess the risks of using social media for hiring.
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