A survey from The Society for Human Resource Management (SHRM), highlights that the use of social media for talent acquisition is growing significantly; with 84% of organizations using it currently and are planning to use it.
With social media platforms such as LinkedIn, Facebook and Twitter evolving to being one of the most popular communication platforms for work and personal usage, Social media screening is an effective way to review if a candidate’s background information supports their professional qualification and if they have the necessary skillset and professional image to match the job requirements.
Interestingly, the lack of information on social media website can work against candidates as well, as 47% of employers in a 2018 CareerBuilder survey say they are less likely to interview job candidates if they are unable to find online information on the candidate.
Peeking Past The Resume
Active social media users share content and information that can provides insight into their goals, behaviors, personality, and lifestyle. It can also expose harassing or discriminatory behavior such as the case of Dr. Christopher Lee, a Malaysian doctor who posted derogatory pro rape comments on an online forum.
Although there is not yet a social consensus on which aspects of social media life are off limits to employers, online social profiles and activities continue to act as a secondary reference tool when painting an image of a person’s behavior and personality outside of their resume.
What recruiters consider
According to Lauren Salm from CareerBuilder, more than half of employers who use social media to screen candidate profiles, found content that cause them NOT to hire a candidate due to:
- Provocative or inappropriate photos, videos or information of the candidate
- Discriminatory remarks related to race, gender, religion, etc.
- A candidate being linked to illicit activities or behavior
- Applicant lying about qualification
- Posts bad-mouthing their previous company or colleague
On the flip side, here are a few key items when researching candidates via social networking sites as good signs to hire:
- Evidence that backs up their qualifications for the job
- If the aspirant has a professional online personality
- Content other individuals are posting about the applicant
- Professional recommendation on applicant’s professional conduct.
Effectiveness of social media screening
Social media screening can be a tedious process, but it is one of the pre-employment best practice when considering and evaluating candidates.
Through Sterling RISQ social media screening, we can ethically uncover evidence of illicit activity, unprofessional conduct or unfavorable social media mentions; ensuring the right candidate reputation and fit for the organization, and improving the effectiveness of your recruiting efforts.
Sterling RISQ’s mission is to provide a foundation of trust and safety our clients need to create great environments for their most essential resource, people. We believe everyone has the right to feel safe. Click here to learn more about us. Do you have questions on background checks?
This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials