October 20th, 2016 | Sterling

Social Media Recruitment and Screening: The Good, The Bad and The Ugly

It is estimated that, by 2017, over 30% of the world’s population will be using social networks. With this in mind, it probably comes as no surprise that social media is playing an increasingly significant role in the recruitment process. Yet how much should employers really be depending on these networks to source and screen potential employees?

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According to CareerBuilder’s 2016 social media recruitment survey, 60% of US employers use social networking sites to research job candidates, up from 52% last year and 11% a decade ago. The report also found that almost half of hiring managers who screen applicants via social networks have found information that caused them not to hire a candidate.

Meanwhile, recent research by Monster.co.uk and YouGov revealed that 36% of UK employers have rejected a candidate based on their Facebook, Instagram, Twitter or LinkedIn profiles, while more than half of UK HR professionals admit that a candidate’s online reputation can influence their decision to hire them.

Social Media and Recruiting

Using social media to support the recruitment process can actually provide valuable opportunities for both the candidate and the employer.

“Social media can be a really powerful tool to build a personal brand and make a candidate really attractive to an employer,” said Andy Sumner, managing director for Monster UK & Ireland. “The same applies to employers. The external employer brand of a business is really significant when attracting talent – so recruiters should think of the image they are projecting as an organisation, as well as spend time using social to understand their interviewees.”

Many of the social networks – such as Twitter, Facebook and LinkedIn – can prove to be very effective when identifying and communicating with top talent. Researching an applicant on social media may also enable employers to find out a little more about them, rather than just relying on their CV. For example, LinkedIn could offer additional detail to back up a candidate’s qualifications, or demonstrate whether they would be a good cultural fit in the company.

Risks of Social Media Screening

Social media can therefore be useful when trying to source candidates. However, there are pitfalls that employers must be aware of if they are using social media to screen – and reject – an individual. This is because making a hiring decision based solely on what is found on a candidate’s social media profile could be seen as unethical, and could open the employer up to the risk of liability, discrimination claims or a breach of privacy laws.

If a social media search uncovers any illegal activity, it would of course influence your hiring decision, but, in general, it would be wise to proceed with caution and seek advice before you reject someone based on information found on social networks. After all, this may only be one piece of the story, as far as an individual’s background or character is concerned, and it may not even be an accurate representation.

The problem is that it’s a bit of a grey area for employers, so it’s a good idea to use a third party screening provider if you intend to use social media as part of your background checking process. Our Social Media Search solution, for example, enables you to leverage insights gained through social media, while ensuring you comply with privacy legislation. The solution runs a character or reputation search on a candidate’s online presence, giving you a complete view of both positive and negative behaviours of an individual, so that you can reduce hiring risks and make a more informed decision.

Be Transparent and Informed

It’s also advisable to develop a robust social media screening policy within the organisation, and inform candidates that you intend to use social media to collect information on them. The CIPD has a useful guide on pre-employment checks, which includes a section on using social media to support recruitment. 84% of UK Millennials participate in social media usage on a daily basis. By downloading our article, “The Age of The Millennials: 6 Tips for Screening an Emerging Generation” you can receive tips so your company can provide a positive, effective and compliant candidate experience for members of this digital generation.

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.