Gone are the days when it was possible to keep the line intact that separates our personal and professional life specially after the big bang of online global connectivity. In this heightened environment where hiring an individual is a big deal when overstated, inaccurate information are provided by the applicants. The solution is to make pre-employment screening a fundamental part of hiring process.
To get critical opinion regarding hiring a potential candidate, 2 in 5 employers are using social media.The recent trends showed that Facebook, twitter and LinkedIn are few of the most used social networks to vet a potential candidate. Of more than 1,000 employers and job seekers polled, 95 per cent of employees used social-networking sites to look for jobs, and almost half of managers use social media during the recruitment process. (2015 survey by REACH Employment Services)
Why employers are more inclined to use social media for applicants’ screening is quite evident from the following statistics:
65% to assess professionalism and morality of the candidate
51% to judge Candidate’s fitness in adopting company’s culture
45% to seek more candidate qualification & degrees
48% – Candidate using drugs and inappropriate stuff
33% – Candidate bad mouthed previous employerThough Social media screening seems to be more logical with the latest technological advancements and social connectivity trends, but the question one should ask him or herself if we are respecting the personal boundaries of the candidates or not? Are employers overstepping laws regarding individuals privacy and an individual’s “off-duty” practices?
Numan Aly is a Senior Certified Professional (SHRM-SCP) who has conducted multiple training and talks on this topic. You can check out his LinkedIn profile. Numan Aly has also uploaded multiple useful motivational and informational videos at his YouTube Channel. He is the HR pro who translates organizational vision into HR initiatives that improve performance, productivity, growth by enabling, engaging and empowering people and organizations. You can also follow Numan Aly at Twitter & Facebook
Are employers respecting the personal boundaries of the candidates & are they overstepping laws regarding individuals privacy and an individual’s “off-duty” practices ?
Are employers respecting the personal boundaries of the candidates & are they overstepping laws regarding individuals privacy and an individual’s “off-duty” practices ?
In order to overcome such legalities and moral and ethical decisions, employers may take an authorization letter signed by potential applicant if the pre-employment social media screening has been selected as a medium of conducting background check.
It is important to maintain an objective lens when conducting a social-media search
In the current age of internet, always changing technology and social media we are living in a fish bowl constantly being monitored and observed by the rest of world. I wonder if employers and companies do not use social media to vet the potential employee and why not but at same time it is important to maintain an objective lens when conducting a social-media search in order to avoid any discrimination or false impressions.
To get critical opinion regarding hiring a potential candidate, 2 in 5 employers are using social media.The recent trends showed that Facebook, twitter and LinkedIn are few of the most used social networks to vet a potential candidate. Of more than 1,000 employers and job seekers polled, 95 per cent of employees used social-networking sites to look for jobs, and almost half of managers use social media during the recruitment process. (2015 survey by REACH Employment Services)
Why employers are more inclined to use social media for applicants’ screening is quite evident from the following statistics:
65% to assess professionalism and morality of the candidate
51% to judge Candidate’s fitness in adopting company’s culture
45% to seek more candidate qualification & degrees
48% – Candidate using drugs and inappropriate stuff
33% – Candidate bad mouthed previous employerThough Social media screening seems to be more logical with the latest technological advancements and social connectivity trends, but the question one should ask him or herself if we are respecting the personal boundaries of the candidates or not? Are employers overstepping laws regarding individuals privacy and an individual’s “off-duty” practices?
Numan Aly is a Senior Certified Professional (SHRM-SCP) who has conducted multiple training and talks on this topic. You can check out his LinkedIn profile. Numan Aly has also uploaded multiple useful motivational and informational videos at his YouTube Channel. He is the HR pro who translates organizational vision into HR initiatives that improve performance, productivity, growth by enabling, engaging and empowering people and organizations. You can also follow Numan Aly at Twitter & Facebook
Are employers respecting the personal boundaries of the candidates & are they overstepping laws regarding individuals privacy and an individual’s “off-duty” practices ?
Are employers respecting the personal boundaries of the candidates & are they overstepping laws regarding individuals privacy and an individual’s “off-duty” practices ?
In order to overcome such legalities and moral and ethical decisions, employers may take an authorization letter signed by potential applicant if the pre-employment social media screening has been selected as a medium of conducting background check.
It is important to maintain an objective lens when conducting a social-media search
In the current age of internet, always changing technology and social media we are living in a fish bowl constantly being monitored and observed by the rest of world. I wonder if employers and companies do not use social media to vet the potential employee and why not but at same time it is important to maintain an objective lens when conducting a social-media search in order to avoid any discrimination or false impressions.
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