Tuesday, January 16, 2018

Social Media Screening: The New Norm for Finding Potential Job Candidates

With how transparent social media is now making our lives, recruiters have now started making the shift in the ways that they screen employees who are trying to get jobs at their companies. When a recruiter conducts a social media screening, they are getting a glimpse into the life of the person, other than what they present in front of them in the interviews and selection processes. When incorporating this into the recruiting process, these talent acquisition agents get to know more about the person they potentially want to give the job to.

While conducting social media screening, it is essential to be able to understand a few things that can contribute to the analysis that you infer upon. There are also different sociological implications that people belonging to different groups tend to have when they post on their social media profiles. People who are in their thirties and forties might not have the same posting trends and platforms, which is why a recruiter needs to be able to understand what each age group entails.

For example, let's take two individuals who are applying for positions at a company. One of them is twenty-five, while the other is forty. Both of them have Facebook, which you want to check out to see which one would be better for the job. The younger person regularly has pictures of his nights partying and drinking, while the older person has a Facebook page that is relatively reserved. The presence of pictures of the younger person drinking doesn't necessarily signify they he would be better for the job as compared to the forty-year-old. The younger generation live in an age where it is alright to post pictures of every aspect of their lives on social media, while people in older age groups might not feel it right to do so.

One of the things that social media screening helps with is to understand the patterns that people have in their lives. If there is a person who posts pictures of them partying almost every night, you know that the person might also be a borderline alcoholic or someone who isn’t going to be fully dedicated when asked to stay back late from work. Raising up a red flag in the screening process. Similarly, if a person constantly posts motivational videos and pictures on their timeline, you know that this person might bring a bit of optimism along with them to the workplace.

While screening people using social media, it is important to understand what information you can use, and which you can’t. Things like religious affiliations, age, gender, sexual orientation are all aspects of information that you cannot use when trying to decide your ideal candidate. If you end up making your decision based on any of these factors can lead to a rise of a discrimination suit against the company, which is why caution must be asserted while doing this.

That’s where automated programs like FAMA exist. Using automated processes, these programs can make the process of social media screening easier and a lot more efficient. Software like this make the process of scanning candidates easier by making use of some of the most advanced screening AI, giving you accurate results. They also minimize the probability of human error, which can sometimes happen when recruiters go through the process of screening potential candidates.

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