The Impact of Social Media
on the Hiring Process
According to Pew Research (http://www.pewinternet.org/fact-sheet/social-media), 65% of adults and 90% of young adults use social media. The impact of social media on hiring is growing exponentially. First, social media is becoming an increasingly important platform from which recruiters can broadcast job opportunities to the widest possible audience of potential job candidates. This allows technologically savvy staffing professionals to quickly find candidates that would otherwise remain elusive. An added benefit of jumping into the social media game is to promote your brand. I believe, social media is a great space to showcase your company’s culture and help you build audience for your recruiting efforts.
Attracting a Pool of Candidates
In addition to attracting a wider pool of job candidates, social media has an important role in providing ease of candidate response. This works especially well to help fill those last minute or quick turn-around job orders. Another positive aspect of using social media is that through the magic of technology potential, job candidates can be identified from multiple sources. In that respect, social media can be an employee’s best advocate. But what if a candidate doesn’t have a social media footprint at all? Will that adversely affect their chances of being hired or even interviewed? It shouldn’t, but not only is it difficult to control perceptions in today’s technological world, but lower level employees may not use social media, other than smart phones.
For candidates who may be currently employed but quietly looking for a new job opportunity, social media provides a stealth platform to locate openings. According to the Society for Human Resource Management (SHRM), recruiting passive candidates is one of the top reason’s companies use social media in their recruitment efforts.
Using robust software that employs the technology of tomorrow right now makes a huge difference in efficiency and reliable analytics. Recruiters using these new platforms will find better matches, perform quicker searches, and should have the ability to issue one bill – so much better than invoices from multiple staffing operations!
Weighing the Pros and Cons
While all of the above is true, using social media in the recruiting and hiring process is not without challenges. Recruiters must be careful to follow state and federal laws. Bias can potentially sneak into the search. Unknowingly, recruiters can have a bias toward people with good social media presence, as compared to people who are not as active online. Approximately 80 percent of recruiters surveyed by SHRM state that they avoid using social media to vet employees. And, a majority cite legal risk and the possibility of stumbling upon information that is protected including age, race and gender. Even when protected information is accidentally obtained, if it has an impact on the ultimate hiring decision, a candidate could argue discrimination.
Michael A. DiManno is a thought leader and entrepreneur with over 30 years experience of innovation and fast growth with startup companies in Technology, Insurance, and Employment, or as he calls it “TIE” Services. Mr DiManno founded EmployEnsure, LLC (EE) a holding company and incubator for developing “cool stuff” for clients not being served by traditional “TIE” industries. He currently serves as CEO of EE’s signature brands: Samuel Hale and TalentHire.
Michael is a writer and speaker for entrepreneurial groups as well as “TIE” industries. He also supports his wife Debbie’s non-profit, Cour Training, which helps teens survive and thrive in the modern era of constant connection. They have raised 4 children and live with their two Rhodesian Ridgebacks in Northern California.
For more information, contact Mike directly.