- Posted by Vidcruiter
- On June 21, 2013
- 1 Comments
- applicant hiring system, hiring solution, online hiring, talent hiring system
Many organizations now are opting to use social media as a means to help them understand the applicant behind the resume. Social media is shifting the way business works these days, as well as setting new trends. We are eliminating face-to-face meetings by implementing conference calls, and posting jobs on LinkedIn, Twitter, Facebook, etc. Some people may think that this is “unprofessional” however many others would consider it a good time saving and money making strategy.
When it comes to scoping out a potential candidate on a social networking platform that you are thinking about video interviewing, you need to make sure that when you do look at their social background (ie: Facebook account) you are able to tell courts if need be, that you are aware of that person’s private characteristics. This can be anything from sexual orientation, race, religion, marital status, etc. These things are not seen when conducting a regular interview or screening out resumes. This is done so that there is no discrimination, and when you entertain the idea of looking at someone’s social media profile prior to hire, you risk the chance of subconsciously judging this person who could have been a great fit to your organization.
If social media is something that an employer wants to use to screen a candidate, it is paramount that they first meet the employee. This reduces the risk of judgment prior to the live interview so that everyone has a fair shot from the get-go. It is always respectful to advise the candidate that you would like to view their Facebook, LinkedIn, or Twitter account, this will give the interviewer an extension of the candidate’s resume which will lead to further conversation. If the candidate is applying for an economics job and they are writing blogs on the fluctuation of various stock markets, this is pertinent to the job which the candidate should not be ashamed to share.
Candidate’s are still people, and cannot always control what is going to be posted on their social media accounts. It is imperative to consider everything about the candidate before making a pre-conceived notion about their behavior. If you’re still unclear, there are attorneys who understand social media and employment that you can consult with. When it comes to your automated hiring solution, it’s important that you’re doing your due diligence during the hiring process while expressing courtesy for the candidate as well.