We have listed some of the risks that recruiters need to be aware of while incorporating social media in the hiring process
Social media is no longer an option but a necessity for every business. Unlike the old times when job seekers searched opportunities in newspapers or through personal connections and waited optimistically for days for the phone to ring and hear from the recruiters, in the social media age today, things move much faster.
Facebook, Twitter, Instagram, LinkedIn and other social media platforms are proving to be the best ways to reach out to job seekers, to create employers brand and to create instant connections with the future employees, especially with the modern employees – the millennials – who are technology driven.
No matter how favorable it sounds, the increasing usage of social media also poses certain concerns, especially during the hiring process and making a decision based on an applicant’s social media profile.
We have listed some of the risks that recruiters need to be aware of while incorporating social media in the hiring process:
Online platforms are a powerful tool to conduct a background check on candidates. However, not everything on social media can be taken at its face value. Things change over a period of time. Be it people’s personalities, their personal and professional interests or their skills.They may not publish every detail on social media. There are also phases when someone is highly active on social media and sometimes the same person goes in hibernation. The information on social media influences recruiters’ judgement. Recruiters need to be extra careful in analyzing what information should be taken into consideration.
This is still a grey area in social media space. Though there are stricter norms on privacy, it is still murky to know the boundaries. Most of the job seekers are already aware that companies scan their social media profiles and are fine with recruiters going to their accounts. However, there may be some who are uncomfortable with the process. Recruiters need to follow these privacy norms closely to avoid any legal issue.
3.Problem of Plenty
One factor that is both a plus and a disadvantage is the enormous amount of applications that come through digital platform. A lot of people apply for certain jobs because it was easy. They may not be interested or serious about the job profile. Recruitment is a time-consuming process. It is challenging to scan through each application and shortlist right candidates, especially for the small companies who may not have the automated recruitment tools. Recruiters need to add some specific job criterion to discourage such applications.
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