People are online. Applicants are online. As you have found new ways to attract and recruit candidates, businesses are learning more on Social Media than you may think.
Social Media Recruiting: Some Interesting Stats
- 70% of managers said they have had success hiring candidates through social media. This makes perfect sense as that is where the millennial candidates are now found.
- A survey conducted in 2020 of 1005 hiring decision-makers by the Harris Poll found that 67% of employers use social media sites to research potential job candidates.
- 70% of the employers in this same survey also believe that every company should screen potential candidates’ social media profiles when considering them for a job opportunity.
- The Harris Poll found that 21% of hiring decision-makers or 1 in 5 said they are not likely to consider a candidate without a social media presence.
- A survey conducted by CareerBuilder found that 54% of employers ruled out a candidate due to finding something on their social media profile that they didn’t agree with.
Social Media Screening
Recruiters and businesses are already screening an applicant’s profile by looking at Linkedin. But what else can you find?
By searching platforms like LinkedIn, Facebook, Twitter, Instagram and You-Tube, it’s amazing what you can discover about an applicant.
- Does the applicant show a violent or aggressive behavior?
- Is there evidence of unlawful activity (drugs, underage drinking, etc.)?
- Are Racist or sexist comments present that could indicate a behavioral issue, tendency to discriminate, or other bias?
- Has confidential information been shared?
- Is sexually explicit material present in posts?
Toxic behavior in an organization can impact morale, productivity, safety and more! A hire that puts your business in the news in unwanted ways could be costly to your brand. A simple Social Media Screen could help identify the bad apple before it becomes part of your bunch!
While it may be tempting to try to screen social media internally it can be quite time-consuming and difficult to assimilate a recommendation on an individual. Automated processes that can help ensure compliance while providing useful information can be more efficient, have higher accuracy and even reduce liability. This one is best left to the experts like Edge.
SHRM has a helpful article to view. It is suggested to create a social media screening policy, consult your attorney, and more.
If you are interested in learning more about this service, please contact Edge Information at email@example.com or by calling 800-725-3343 and selecting X1 for Client Services or X2 for Sales.