Currently it is rare to find a person who has never participated or participates in a social network.
More and more people feel the need to share information and expose their feelings to others. This caused the number of users in social networks to increase considerably in a short period of time. The main social networks are LinkedIn, Facebook, Twitter and Orkut.
It is through these channels that people and companies have access to personal information, personality, skills and communities that an individual belongs to, and they make use of this information as they want to.
Companies and their leaders are consulting these networks to choose a curriculum or check the profile of a person to a vacant position, in order to reduce the number of people hired without the right profile for the company’s culture.
Some managers are making conclusions even before interviewing a candidate, but this is alarming, since people can be pre-judged wrongly. Some communities may not mean for the candidate what the manager is thinking and can lead to the perpetration of injustice.
Leaders must be well prepared and partner with the Human Resources Department at the time of making the use of the social networks..
Social networks can not be used as the unique font of information for the hiring -, the ideal is to bring the candidate to a personal interview.
Through theory, quantitative and qualitative research, journalistic material and case study, we will show that the inclusion of social networks in the selection processes is increasing. We will also seek to answer the question: Are leaders prepared to use social networks at the time of selecting candidates for jobs in the company?