Employers are increasingly using social media to evaluate potential job candidates, with sites like LinkedIn and Facebook providing profiles and information to aid hiring decisions. However, social media may not always accurately reflect candidates and could include fake or misleading information, making it difficult for employers to properly assess candidates and determine the right fit based on online profiles alone. More research is needed to understand how social media has impacted hiring and how employers can mitigate risks of relying too heavily on digital profiles.
How Social Media is changing recruiting and employer branding. A review of some sites that are changing the way people find jobs, manage their careers, and assess potential employers.
How Social Media is changing recruiting and employer branding. A review of some sites that are changing the way people find jobs, manage their careers, and assess potential employers.
Having a LinkedIn recruiter profile can help you create a network of talented candidates, as LinkedIn is the social media platform that is used for professional networking. It is a platform where candidates showcase all of their skills, education, work experience, etc. in their profiles. It is a good place to build your company’s employer brand. This does not mean that you don’t have to use other social media platforms. All social media platforms work in different ways. This can help you communicate your value proposition in all formats possible. The war for talent is real. Companies are fighting hard to attract and retain top performers. In such a situation, recruiter companies should not leave any recruiting strategy untried while hiring candidates for job positions. Try different strategies and identify what works best for you.
Adecco Global Social Recruiting Study Global Results 2014AdeccoGroup
The Adecco Global Social Recruiting Study
Whether you're a Job Seeker or a Recruiter, our study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
- The use of social media
- The effectiveness of social media in matching job seekers with open positions
- The importance of web reputation
- The social capital of individual candidates
- How recruiters explore the web when looking for a candidate
You can download all reports and infographics on www.adecco.com/socialrecruiting
Follow us on Facebook: www.facebook.com/adecco
Follow us on Twitter and Instagram: @AdeccoGroup
Social media is now fertile ground for the recruiting and staffing industries. Despite this, a major study of trends in the recruitment industry reported last year that fewer than half of recruiters believe their companies have an effective strategy for finding candidates on social networks or major search engines.
Disadvantages of Social Media on Hiring Decisions Melissa Black, .docxlynettearnold46882
Disadvantages of Social Media on Hiring Decisions
Melissa Black, Robert Chiaramonte, Joseph Demarco, Emily Forella, Sara Gavette, Catherine Lacivita, Porsche Abernathy & Yessenia Ordonez
October 16, 2016
Using social media in todays society can be almost unavoidable for many of us but sometimes our personal or private information can be used to represent us for hiring purposes. CareerBuilder’s annual social media survey found that of more than 2,000 hiring managers and HR professionals and more than 3,000 full-time U.S. workers, 60 percent of employers revealed they use social networking sites to research job candidates. Using a candidates’ social media can have disadvantages for recruiters and businesses alike because it can lead to discrimination, basis, or errors based on miss-representations of personal characteristics. With few laws regulating the usage of social media in probing prospective employees, one’s social media, can have a major impact on whether or not a candidate is hired.
Using social media for screening potential candidates for jobs can be extremely risky. While it may have its advantages, employers also enter the risk of learning details about the employee such as if they are pregnant, disabled, their race, religion, and age which could detour them away from hiring an applicant. Throughout the hiring process within companies, many times, employers go to social media to find any information they can on this person. Essentially what these employers do is try to weed out anyone that they find could hurt their company or the environment within. “While much of the information contained on an applicant’s social media page will be benign, information regarding protected characteristics (e.g., religion, disabled status, sexual orientation, marital status, genetic information, etc.) often is prominently displayed in social media” (Morgan & Davis, 2013). Beginning in 2012 and throughout 2013, many states nationwide have passed laws that prohibit employers from requesting personal information that can allow access to a candidate’s personal social sites (Morgan & Davis, 2013). Delaware, Hawaii, Kansas, Maine, Nebraska, New Hampshire, New Jersey, New York, Oregon, Texas, Utah, Vermont, and Washington are a few states that have enforced these laws. There is one state in particular where it is illegal for an employer to screen their applicants through social media and that is Illinois. Screening applicants through social media could also lead to more lawsuits. For example, the University of Kentucky paid $125,000 for a lawsuit where a professor was not given a job because of his views that he expressed about evolution on social media and religious discrimination was the result of screening this applicant on social media. (Ruiz, 2016). In 2013, the Federal level had passed the Social Networking Online Protection Act which is an act that “would prohibit employers, schools and universities from requesting .
Dynamic socio-economic factors and advanced digital platforms have created a shift in the way talent approaches career progression and job search. This has enabled talent to scout for opportunities more often, effortlessly search information, connect with people who could provide first-hand experiences, and crowd source information on organizations. However, organizations have been slow to adapt and are paying the price in terms of escalating talent acquisition costs and the inability to attract top talent. This paper details the new talent phenomena and its impact, and discusses how organizations can transform their acquisition strategies to win the ‘War for Talent’
As technology continues to evolve, it plays an increasingly importan.docxalfredai53p
As technology continues to evolve, it plays an increasingly important role in the way companies approach the talent search and the hiring process (Business News). Social media is now being used by a wide variety of job seekers as well as employers. Job seekers can search all the information they want about a company as well as follow them on these social media sites so they can find out when there is a job opportunity with them. Some people even go as far as reaching out to those companies and certain employees who work them and communicate through their social media profiles. Social media works for both sides of the staffing process. Social media has shown that it can open the doors for recruiters to be able to discover more talent out there and for them to reach out those people. Social media can significantly expand the universe of applicants and shed valuable light on job candidates—when a disciplined approach is used (SHRM). Today’s age – generation y and soon to be generation z – are so used to having their social media sites be a part of their everyday life. Most people from those generations actually use their social media profiles as their professional portfolios to show potential employers what they can do and what they can bring to the organization. Using social media as part of the staffing process is also great for reaching candidates not in the immediate area. If someone can find a job through social media and video interviews, they will more than likely be quicker to make the move versus moving there and trying to find a job once you get to a new place.
Some problems and legal implications can be discrimination. By searching the social media pages, you are seeing what they race or ethnicity is. It might be a better idea for companies to run a social media search after already meeting candidates and conducting face-to-face interview. Another problem can be that using social media to find potential employees can be very time consuming. It will take longer to go through candidate’s profiles than it would through their resumes.
Works Cited
"The Future of Recruiting: Major Trends to Watch."
Business News Daily
, www.businessnewsdaily.com/6975-future-of-recruiting.html.
"Use Social Media Smartly When Hiring."
SHRM
, www.shrm.org/resourcesandtools/hr-topics/technology/pages/be-smart-when-using-social-media-for-hiring.aspx.
.
Having a LinkedIn recruiter profile can help you create a network of talented candidates, as LinkedIn is the social media platform that is used for professional networking. It is a platform where candidates showcase all of their skills, education, work experience, etc. in their profiles. It is a good place to build your company’s employer brand. This does not mean that you don’t have to use other social media platforms. All social media platforms work in different ways. This can help you communicate your value proposition in all formats possible. The war for talent is real. Companies are fighting hard to attract and retain top performers. In such a situation, recruiter companies should not leave any recruiting strategy untried while hiring candidates for job positions. Try different strategies and identify what works best for you.
Adecco Global Social Recruiting Study Global Results 2014AdeccoGroup
The Adecco Global Social Recruiting Study
Whether you're a Job Seeker or a Recruiter, our study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
- The use of social media
- The effectiveness of social media in matching job seekers with open positions
- The importance of web reputation
- The social capital of individual candidates
- How recruiters explore the web when looking for a candidate
You can download all reports and infographics on www.adecco.com/socialrecruiting
Follow us on Facebook: www.facebook.com/adecco
Follow us on Twitter and Instagram: @AdeccoGroup
Social media is now fertile ground for the recruiting and staffing industries. Despite this, a major study of trends in the recruitment industry reported last year that fewer than half of recruiters believe their companies have an effective strategy for finding candidates on social networks or major search engines.
Disadvantages of Social Media on Hiring Decisions Melissa Black, .docxlynettearnold46882
Disadvantages of Social Media on Hiring Decisions
Melissa Black, Robert Chiaramonte, Joseph Demarco, Emily Forella, Sara Gavette, Catherine Lacivita, Porsche Abernathy & Yessenia Ordonez
October 16, 2016
Using social media in todays society can be almost unavoidable for many of us but sometimes our personal or private information can be used to represent us for hiring purposes. CareerBuilder’s annual social media survey found that of more than 2,000 hiring managers and HR professionals and more than 3,000 full-time U.S. workers, 60 percent of employers revealed they use social networking sites to research job candidates. Using a candidates’ social media can have disadvantages for recruiters and businesses alike because it can lead to discrimination, basis, or errors based on miss-representations of personal characteristics. With few laws regulating the usage of social media in probing prospective employees, one’s social media, can have a major impact on whether or not a candidate is hired.
Using social media for screening potential candidates for jobs can be extremely risky. While it may have its advantages, employers also enter the risk of learning details about the employee such as if they are pregnant, disabled, their race, religion, and age which could detour them away from hiring an applicant. Throughout the hiring process within companies, many times, employers go to social media to find any information they can on this person. Essentially what these employers do is try to weed out anyone that they find could hurt their company or the environment within. “While much of the information contained on an applicant’s social media page will be benign, information regarding protected characteristics (e.g., religion, disabled status, sexual orientation, marital status, genetic information, etc.) often is prominently displayed in social media” (Morgan & Davis, 2013). Beginning in 2012 and throughout 2013, many states nationwide have passed laws that prohibit employers from requesting personal information that can allow access to a candidate’s personal social sites (Morgan & Davis, 2013). Delaware, Hawaii, Kansas, Maine, Nebraska, New Hampshire, New Jersey, New York, Oregon, Texas, Utah, Vermont, and Washington are a few states that have enforced these laws. There is one state in particular where it is illegal for an employer to screen their applicants through social media and that is Illinois. Screening applicants through social media could also lead to more lawsuits. For example, the University of Kentucky paid $125,000 for a lawsuit where a professor was not given a job because of his views that he expressed about evolution on social media and religious discrimination was the result of screening this applicant on social media. (Ruiz, 2016). In 2013, the Federal level had passed the Social Networking Online Protection Act which is an act that “would prohibit employers, schools and universities from requesting .
Dynamic socio-economic factors and advanced digital platforms have created a shift in the way talent approaches career progression and job search. This has enabled talent to scout for opportunities more often, effortlessly search information, connect with people who could provide first-hand experiences, and crowd source information on organizations. However, organizations have been slow to adapt and are paying the price in terms of escalating talent acquisition costs and the inability to attract top talent. This paper details the new talent phenomena and its impact, and discusses how organizations can transform their acquisition strategies to win the ‘War for Talent’
As technology continues to evolve, it plays an increasingly importan.docxalfredai53p
As technology continues to evolve, it plays an increasingly important role in the way companies approach the talent search and the hiring process (Business News). Social media is now being used by a wide variety of job seekers as well as employers. Job seekers can search all the information they want about a company as well as follow them on these social media sites so they can find out when there is a job opportunity with them. Some people even go as far as reaching out to those companies and certain employees who work them and communicate through their social media profiles. Social media works for both sides of the staffing process. Social media has shown that it can open the doors for recruiters to be able to discover more talent out there and for them to reach out those people. Social media can significantly expand the universe of applicants and shed valuable light on job candidates—when a disciplined approach is used (SHRM). Today’s age – generation y and soon to be generation z – are so used to having their social media sites be a part of their everyday life. Most people from those generations actually use their social media profiles as their professional portfolios to show potential employers what they can do and what they can bring to the organization. Using social media as part of the staffing process is also great for reaching candidates not in the immediate area. If someone can find a job through social media and video interviews, they will more than likely be quicker to make the move versus moving there and trying to find a job once you get to a new place.
Some problems and legal implications can be discrimination. By searching the social media pages, you are seeing what they race or ethnicity is. It might be a better idea for companies to run a social media search after already meeting candidates and conducting face-to-face interview. Another problem can be that using social media to find potential employees can be very time consuming. It will take longer to go through candidate’s profiles than it would through their resumes.
Works Cited
"The Future of Recruiting: Major Trends to Watch."
Business News Daily
, www.businessnewsdaily.com/6975-future-of-recruiting.html.
"Use Social Media Smartly When Hiring."
SHRM
, www.shrm.org/resourcesandtools/hr-topics/technology/pages/be-smart-when-using-social-media-for-hiring.aspx.
.
Similar to Social media sites have recently drew decision attention and influenced.docx (20)
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Social media sites have recently drew decision attention and influenced.docx
1. Social media sites have recently drew decision makers’ attention and
influenced their choice in hiring potential candidates
Social media sites have recently drew decision makers’ attention and influenced their
choice in hiring potential candidates. There is an increase in numbers of employers, who
depend on social networking for taking their final decision over their best candidates.
Networking sites such as LinkedIn, LinkUp, Facebook, Academia, Workable and so on
considered today as leading websites for recruiting, which are trusted by various
organizations all over the world. Unfortunately, this newfound interest has not proofed yet
to be the right tools that helps choosing or rejecting the right candidates. The questions this
research is asking are, how has the era of social networking sites influenced the way
employers choosing their candidates? How can employers differentiate the right hiring
between the choices that offered by social networking sites, while these sites could also
include fake information? Especially that these websites compete in making posting jobs,
uploading applications, finding talented candidates, scheduling interviews, easy and fast.