Social Media in the Hiring Process

Many individuals have resorted to social media to connect with friends or strangers alike. Social media has also encouraged people to display private conduct to the public. Many colleges and businesses have resorted to viewing an applicant’s social media for work force readiness. I believe this is a good strategy, because it can eliminate competition in the work place.

A growing hot topic, and cause for concern is the increasing use of social media in the workplace. The landscape for communication has changed, and the line between personal and professional communications has been blurred. How will your employer manage the risks associated with the use of social media and at the same time, gain the benefits that this media form provides? While many employers were initially concerned that employees would use company time and equipment for socializing with friends, they are quickly learning that many social networks can also be used directly for work purposes.

When looking for prospective employees, employers do not enjoy rifling through Facebook pictures of obscene pictures and statuses with crude language. Bad behavior of employees, even off the clock, made public by social media

Employers on our social media, this is a fact that everyone in this age accepts but do not necessarily like or want. Some people say it is okay to check social media when looking for who to hire, but this infringes on privacy rights. If an employer finds something discriminating on a profile and decides not to hire the person this is not okay, even though some may say it is because you want to know what you are getting into. An employer could find information that was not even true on social media, this would not work in favor of employment. It is not okay to check social media when employers are hiring because it invades privacy, discriminates and the information provided on the site could be false.

Many do not know what problems social media can have in everyday life. The essay “Job Candidates and Facebook” Weidu explains how one self may look or appear professional but a job can find way more than that. Many jobs now hire professional individuals who search out a certain person who applied at a job and do a background check on them. Most of the things that are found about these people are found on Facebook although Facebook might be private they can find anything on a quick search on google. Weidu also speaks about how anything posted on social media will remain

Sites such as LinkedIn helps recruiters in recruiting candidates by expanding the reach of their personal networks, contact candidates directly, and manage an array of talent (Schawbel, 2012). With most people being aware that employers do reference their profile for character check, people do believe that employers have the right to view their information in order to learn about the candidates’ personality and to ensure the person is not a liability (Budden, Elkersh, Vicknair, & Yancey, 2010). In conclusion, employers should be using social media only for job-relevant purposes. Employers should take specific steps

In the case background, there is a differing of opinions concerning the hiring and selection process of the various qualified applicants from the program director and the internship applicant reviewer. The program director feels that the institution has little control or regulation over a student’s personal life; however, Johnston feels as if the social media platform is an extension of a person’s professional behavior. Nevertheless, this case study raises the question of: To what extent should social media be used in the hiring and selection process of qualified

It's rare for employers to hire candidates without searching the internet for his/her background. The job hunt is changing, and potential employees must change with the job

Utilising social media for business has been a strategy of human resource management in hiring process. Internet and technology has revolutionised the way people live and also led employers to attract and screen potential candidates on social media, such as Linkedin and Facebook (Zamaria C, 2007). The features of online platform make social media become a common method of attracting applicants for human resource function. For instance, the speed and no geographical limits are distinctive features of online recruitment (CIPD, 2010). A survey conducted by the US Society for Human Resource Management found that the number of organisations that reported using social media as an HR recruiting tool had grown from 56 percent in 2011 to 84 percent in 2015 (SHRM, 2016). Some researches reported that the use of social media is an inevitable trend of hiring strategy in the age of Internet; therefore, employers could not ignore the

Social networking sites such as Twitter or Facebook have created a new ethical dilemma for many businesses. Corporations, small businesses, and even universities are struggling create policies to manage their employees social networking behaviors. Social networking access, particularly for recruiters, can provide personal information about potential employees, which would otherwise not be available. A business must follow statutes and guidelines when disclosing information to the public. Individuals on social networking sites have no such constraints. Employees can and do make comments about their employers online. Employers can and do watch what employees post online. Any individual can send or post potentially damaging information

Employers invest a great amount of trust and resources when hiring employees. Social media should be used in order to distinguish

The goal of any business is to be successful. Business’ need to hire personnel that can communicate clearly and effectively. This verbiage is noted in job descriptions for both blue collar and white collar jobs. Furthermore, company recruiters are actively engaged in finding qualified personnel, in a diverse job market. Additionally, jobs and potential employees are in global competition; do to technology, which has brought borders closer. One of the technologies, is social media, an internet based application; in which one can share information, ideas, career interests, etc. Facebook,Google+,Instagram, LinkedIn,

Research suggests that up to 91% of employers now use social sites such as MySpace, Twitter, Facebook, Flickr and LinkedIn to screen job applicants.

An excellent resume stands out against a poor one because of its relevance, organization and persuasive appeal. According to Guffey and Almontey (2010), an effective resume presents the qualifications and experience of the applicant in the most persuasive organization, which may be chronological or functional, or a combination of both. Thus, the choice of organizational style should be appropriate for the type of organization and the nature of the position being sought by the applicant.

Even though the practice of using social media to vet candidates is relatively new, there are standards already established for this process. Employers who are hesitant to use social media typically cite fear of allegations of discriminatory hiring practices. To protect themselves against legal ramifications of unfair hiring processes, employers should always consult with an employment attorney to develop policies for gathering and use of internet-based information (“The Facebook Background Check.”) An employment attorney can help