In a standard job application, hiring managers usually request a candidate’s CV, covering letter, portfolio and references, amongst other things – but have the candidate’s social media profiles been included as one of those requirements?
The growth of social media use is profoundly changing the way HR departments conduct background checks and screen applicants to confirm their credentials. But although social media screening is on the rise, many employers still refrain from the practice for fear of legal or privacy implications.
Some surveys show around 70% of employers glance at applicants’ profiles before considering them for a role. Clearly, social media screening is no longer a taboo and is becoming a standard part of the screening process for new hires. But the fact remains it’s a tricky area to navigate, with many considerations around data protection and compliance.
A person’s digital footprint provides a wealth of information regarding their character. And this information can be used to mitigate risk and ensure the right employees are hired for the business and the role. Monitoring ongoing online activity can also help HR departments and managers be proactive rather than reactive, alerting them to any issues that come up over time such as:
There’s much more to social media screening than simply looking up an applicant’s Facebook profile and going through their tweets. Here’s a guide for HR on the do’s and don’ts of social media searches:
Discover how we can help you navigate social media searches here.