How Social Media Screening Can Benefit Your Hiring Process

If you are using social media for your hiring process, consider whether your screening is effective. Social media screening can help you ensure that you are selecting the right people for your organization and protect you from potential charges of discrimination.

Identifying candidates’ social media accounts

Identifying candidates’ social media accounts and the benefits of social media screening can reveal necessary information about a candidate. However, be careful. Not all social arrangements are created equal. Some may be fake or forged. It is also possible for a candidate to alter their information. In addition, it is best to use a third-party background check service to identify candidates’ social media accounts. This will help protect your company from accusations of discriminatory hiring practices.

While social media can help weed out unsavory candidates, it is not a replacement for in-person interviews. Instead, it should be used in conjunction with a holistic recruiting strategy.

Getting a sense of the bigger picture of a person

Social media can provide a wealth of information about a candidate. Whether it’s a resume, social networking activities, or something else, this information can give a hiring manager a clearer picture of a potential employee’s personality and success. However, making sense of the data can take a lot of work. One of the biggest challenges to screening candidates by their social media footprint is that only some people use social networking similarly. There are a lot of people who use different personas for various parts of their lives. For instance, a waitperson might have a customer service voice outside work. Researchers conducted a study to understand better the psychological impact of using unique social media content in personnel decisions. Participants were randomly assigned to one of three scenarios, all based on a fictitious job posting. The participants were asked to rate a variety of items, including the social media screening best-mood-mimics-moment, the social media policy best-mood-mimics-moments, the behavioral intention to pursue employment (BIPE) scale, and the social media policy perception scale. They were also connected to a survey website to answer questions about their attitudes toward jobs and job search behavior. The results revealed that a company’s social media screening policy was associated with negative perceptions, but the agreeableness of its policy partially mediated this effect. Specifically, a social media screening policy that did not violate individuals’ privacy was perceived as better than one that did.

Protecting against discrimination charges

There are many ways to protect against discrimination charges, including a comprehensive social media screening program. Taking these steps can help prevent mistreatment in the workplace and preserve your rights to sue. Employers must follow federal and state employment laws and be aware of how to screen potential employees. This includes the Fair Credit Reporting Act (FCRA), which requires consent for background checks. In addition, employers can be held liable for negligent hiring or retention. Social media may disclose protected characteristics, and if the company fails to take reasonable care to ensure a fair hiring process, it could be found to have violated the law. For example, an employer who hires an older man as a waiter at a restaurant is at risk of being accused of age discrimination. Even passive candidates without control over their social media profiles are at risk of being discriminated against. This can include racial and ethnic stereotypes, as well as negative attitudes.

Using targeted advertising on social media can also give rise to disparate treatment or disparate impact claims. Federal statutes can prevent employers from using this information. However, not all states have prohibited employers from requesting social media passwords. Contact an attorney if you suspect your employer is violating federal or state laws regarding employee screening. Fortunately, you have 180 days to file a charge with the EEOC.

A cost-effective way of encouraging job seekers to apply 

If you are considering hiring a new employee, you might wonder about the cost-effective ways to encourage job seekers to apply. Fortunately, there are plenty of ways to use social media to find qualified candidates. The benefits of using these sites include the ability to verify candidate information and get a feel for their personality. These sites are also an excellent way to learn about their hobbies and interests. Facebook is the most popular social networking site in the world. It is used by people of all ages and ethnicities and offers many features. You can use the ‘Job Openings’ tab in your profile to find and contact potential employees. LinkedIn allows you to post job openings and share information about your organization with industry-specific groups. To encourage job seekers to apply, you can target your ads by location, education, and the specific job function you are seeking. TikTok resumes, released in 2021, allow select companies to post open positions on the popular social network. You can also join TikTok’s conversation to attract interested candidates. Employer branding is a critical factor in helping you attract new talent. Taking the time to ensure that your brand is engaging and entertaining is vital. This includes responding promptly to reviews, responding to inquiries, and posting interesting content.