Current changes and challenges in technology and the role of the Internet open up new opportunities for organizations to work and communicate. The Internet offers an opportunity for employers to utilize social media networking sites in evaluating applicants during the process of hiring. Indubitably, social networking sites have assisted employers to connect with applicants in a timely fashion. The fact that social networking sites got into the business landscaper particularly recruitment and hiring leads to a demand of knowledge regarding trends in recruitment. Employers should be allowed to screen their candidate's social media profiles as part of the hiring process because of company values, research candidate abilities, and .help with hiring decision making.
Applying
Social media is continually being employed by employers looking to hire and candidates looking for a job. Initially, social media sites were used so as to be in touch with other people and to share concepts, but this has drastically changed. According to Pike, Bateman, & Butler (2017), social networking sites have assisted employers in connecting with applicants mainly for reference checking and recruitment. Jeske & Shultz (2015) postulated that “Companies are not only using social media to market their brand, but they are using social networks as a tool for their recruitment, screening, and selection process.” Recruiters can view the professional experience and skills of an applicant through the applicant’s posts. They look to see if the candidate utilize proper grammar when posting as well as trying to get a feel free for the overall character of an individual. Businesses commonly use LinkedIn. In this regard, employers can use social media in ensuring that the personality and values of the candidate match that for the company. The employers may obtain a great deal of information regarding the applicant from these sites. Besides, it is an excellent source to check a resume or an application and see if it matches what they have posted on their profiles. Social media can also be used in making hiring decisions easier in a competitive job market.
Recruiting
Most employers use social networking sites in evaluating job seekers in the process of hiring. Use of the web is the favorite way of recruitment. It gives an opportunity for the employer to connect and have real-time communication. Sameen & Cornelius (2015) stated that “Social networking sites allow hiring managers to tap into a pool of high-quality passive job applicants who are not searching for new positions but can switch jobs if conditions are suitable.” With the current use of these sites, there is a high risk of employers being introduced to various prejudices in the screening process such as religion, age, disability, race, or age. In the past, candidates have been disqualified due to information found on their social media profiles that indicates that they have been involved in illegal activities or there are errors in their job application. Using information from social media in deciding whether to offer a job or not can be looked at as a hurdle or a step in the recruitment process.
Hiring Decisions
With social networking sites, employers are in a position to access the open forum to search for perfect candidates without incurring many costs. Potential employers can obtain detailed information where they can make inferences on the personality and character of the candidate. According to Vatamanescu & Manuc (2013), “Reasons for eliminating applicants ranged from applicants posting provocative or inappropriate photographs or information, displaying poor communication skills, conveying information associated with alcohol or illegal drug use, revealing information that falsifies qualifications listed in a resume´, and posting content disparaging previous work associates.” In this regard, it is up to the candidate to be accountable and ensure that their information that can be seen online will not hurt them. Pike, Bateman, & Butler (2017) explained that some potential employers use information on social media to check the authenticity of information. Particular things posted on social media platforms can come across in a bad manner to prospective or current employers.
Conclusion
It comes as no surprise that potential employers utilize social networking sites in determining if an applicant is an immeasurable fit for the job position or not. With the use of social media sites and the Internet, hiring and recruitment process can be more comfortable for employers. Online information of the candidate can either hurt or help their odds of securing the job position. Even though it is a beneficial tool for employers to use, they must ensure that they do not pass prejudice or judgement based on the political view, sex, religion, or ethnicity of the candidate which can easily be seen on the social media profile of an individual. Eventually, the candidate must ensure that the information that they have online will not be negatively used against them while searching for jobs.
References
Jeske, D., & Shultz, K. S. (2015). Using social media content for screening in recruitment and selection: pros and cons. Work, Employment and Society, 30(3), 535-546. doi:10.1177/0950017015613746
Pike, J. C., Bateman, P. J., & Butler, B. S. (2017). Information from social networking sites: Context collapse and ambiguity in the hiring process. Information Systems Journal, 28(4), 729-758. doi:10.1111/isj.12158
Sameen, S., & Cornelius, S. (2015). Social networking sites and hiring: How social media profiles influence hiring decisions. Journal of Business Studies Quarterly, 7(1), 27-35.
Vatamanescu, E., & Manuc, D. (2013). Facebook Self-(re)presentation and the Employers' Practice of using it as a Recruitment Tool. Management Dynamics in the Knowledge Economy, 1(2), 241-257.
