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Social Media and Recruitment

by Alison Hawkins
Date: Jun 2015

Gone are the days when employers had to rely on a candidate's references to validate what they've been told at an interview. The rise of social media has given us new tools to access which allow us to investigate candidates more thoroughly.

Recent research from CareerBuilder.co.uk has found that 52% of employers have researched job candidates on social media (up from 43% last year and 39% in 2013), with a further 10% planning to begin doing so. Over 400 employers took part in the survey which revealed Facebook, Twitter and LinkedIn as the sites of choice for employers.

Although this news may send potential job seekers into a panic, it should be noted that the majority of recruiters aren't intentionally looking for negatives. Most are looking for information to support their qualifications for the job, and others are trying to work out if a candidate is likely to fit into their company's culture. Here at Swindale Parks, we first turn to LinkedIn to check that a candidate's CV matches their LinkedIn profile in terms of company names, job titles, and most importantly, dates of employment.

As useful as these tools are for finding background information, something to consider when researching candidates online is the ethical implication. Currently, there is no law against recruiters researching candidates by using social media, providing they take reasonable steps to validate the accuracy of information they find. However, online, employers have access to information that they are not legally allowed to consider (and rightfully so) in the normal hiring process, such as gender, race, religion and health, and so care must be taken in this regard.

Are you hiring right now? Perhaps looking to expand your Sales or Marketing team? If so, give us a call on 0121 585 6079 or email us at enquiries@swindaleparks.co.uk.

 

References:
http://www.careerbuilder.co.uk

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