Research, from jobs board Monster and YouGov, suggests most recruiters actively consult social networking sites such as Twitter, LinkedIn and Facebook during the hiring process.
36% of prospective job candidates have had their applications rejected after their social profiles are checked by employers. In addition, more than half (56%) of recruiters admitted that an applicant’s online reputation has an influence over hiring decisions.
However, the process works both ways! 28% of jobseekers said their view of an organisation was influenced by what they read about it on websites such as Glassdoor, and they were less likely to apply if they formed an unfavourable impression.
Andy Sumner, Managing Director for Monster UK & Ireland, said: “More and more employees and employers are looking for a good cultural fit, so often a Google search will tell a recruiter more than a CV can. Candidates should think about what they use each channel for – whether personal or professional – to build a profile for themselves. The same applies to employers. The external employer brand of a business is really significant when attracting talent – so recruiters should think of the image they are projecting as an organisation, as well as spending time using social media to understand their interviewees.”
“Many focus on the potential negatives of social media when it comes to job applications. While it’s important to manage your profile and think about privacy settings, social media can also be a really powerful tool to build a personal brand and make a candidate really attractive to an employer.”
Advice for Employees & Candidates
Regularly check your privacy settings on your social networking pages as they can change. Think about who you would like to see your profile and remember that future employers, recruiters and co-workers will be able to see your pages if you keep them public.
Advice for Employers
You should be careful if assessing applicants by looking at their social networking pages - this can be discriminatory and unfair. Laws protecting people from discrimination on the grounds of age, sex, disability, race, marriage and civil partnership, religion and belief, sexual orientation, gender reassignment, and pregnancy and maternity start at the recruitment stage. These grounds are called protected characteristics.
Employers could face an employment tribunal hearing if they refused to interview or offer a job to someone based on a judgement they made through looking at the candidate's social media profile and then discriminating against them because of a protected characteristic belonging to the candidate which they noticed on the site.
Working from offices in Hanley, Stoke-On-Trent, Cream Personnel Services is a name that is synonymous with recruitment in North Staffordshire and South Cheshire. Established in 1973 we have become the first choice Recruitment Agency for job seekers and employers throughout the region.
To contact the Cream Team about recruitment send an e-mail to: email@example.com or call: 01782 262731.