Recruiting on Facebook: How to Ethically Screen Candidates

RECRUITING ON FACEBOOK HOW TO ETHICALLY SCREEN CANDIDATES O FINDING CANDIDATES ON FACEBOOK 84% of job seekers 70% of recruiters have a Facebook profile say they connect better with candidates due to the widespread use of Facebook 54% of organizations 85% of recruiters use Facebook to recruit recommend Facebook as a tool to other recruiters Over 18.4 million applicants found their job on Facebook SOCIAL MEDIA AND THE INTERVIEW PROCESS ... Researching candidates on social media is becoming normal 58% of companies 43% of 12% of employers employers that screen candidates research job candidates online online check their don't, but plan Facebook profiles to start 33% of recruiters 23% found content found posts that made them more likely to hire a candidate that directly led to them hiring the candidate Recruiters often recommend a hire based on social media 46% will 43% will because they because they feel feel the the candidate's candidate is site conveys a a good fit for the professional company's culture image 40% will because 66% will because they think the candidate has great the candidate's 36% will because profile mentions communication skills they think the volunteerism efforts candidate is creative A candidate's posts on Facebook can also cost them a job 46% were rejected for provocative or 41% were rejected for information about inappropriate alcohol or drug use photographs or information @#$%% @@##$ 36% were rejected for 28% were rejected for discriminatory bad-mouthing their previous company or fellow employees comments Rejection is also common for candidates with a bad overall online presence 32% were rejected 25% were rejected 22% of candidates were for poor because the candidate rejected because they were communication skills lied about qualifications linked to criminal behavior - SOCIAL MEDIA SCREENING POLICIES ... 57% of 52% of Of companies that organizations organizations don't use social media to screen candidates, have no policy regarding social media screening of candidates are concerned with legal risks of researching 74% don't candidates on social due to legal risks media, including learning about protected characteristics From a single Facebook photo, recruiters may be able to infer Gender Race Ethnicity Age Disability Pregnancy HOW TO STAY COMPLIANT Only examine public information Social media checks should be performed By a trained individual in the human resources department at the end of the hiring process. Don't demand an applicant's passwords for their social media accounts. This is specifically prohibited in 12 states. Print out relevant social media content upon which you base any hiring decision and record any reason for rejection. If you check one applicant's profile, check all applicants' profiles. This protects you if damaging content is deleted when a decision is challenged. Be aware: Some state laws Focus on the candidate's own prohibit adverse action based on posts, not on what others have off-duty conduct, except under said about him or her. narrow circumstances. Inform candidates that social Give them the chance to respond media is used to research to the material discovered should information about them that will it influence your hiring affect their applications. manager's decision. Facebook is increasingly popular for recruiters, and for good reason. It's important to mind the legalities of using Facebook to screen candidates to keep recruiting efforts legally and ethically sound. theundercoverrecruiter.com • hr.com • slideshare.net • bna.com • shrm.org business2community.com • business.time.com • careerbuilder.com • hrzone.com Brought to you by: In Partnership with: The all in AKKEN CloudOC GHERGICH&Co.