The Internet and social media platforms in particular have brought additional assistance to employers, and the majority of them are now using these resources as a means of recruiting and with the screening process new hires. A survey by SHRM (Society for Human Resource Management) found that within the past year, well over a third of businesses have passed by a job applicant due to “concerning information” such as discrepancies on their application found by looking at a social media profile or other online source.
However, businesses and organizations using these methods should be aware that online resources should be used consistently and fairly when applied as screening process tools.
The following five tips can assist with the hiring and screening process and successful use of online resources for employee background screening:
1. Link Up with LinkedIn
The social media platform used most for job seekers and hiring is LinkedIn, with Facebook and Twitter following in second and third. This is in large part because LinkedIn is geared toward professionals and recruiting.
2. Get a More Personal Look
Insights into a potential employees personal life and character can be gleaned via their Facebook and Twitter accounts. Employers should use these platforms consistently with all potential employees.
3. Play By the Rules
Employers must still abide by hiring rules and regulations stating that the information used to rule out a candidate is not discriminatory and is a valid predictor for their performance on the job. Title VII of the Civil Rights Act of 1964 in particular protects against discrimination; employers must guard against any action that will make it appear as though they are discriminating an applicant based upon race, color, creed, age, nationality, health issues, marital status, etc.
4. Establish a Screening Process Policy
One of the best safeguards against litigation is to establish a screening process policy for hiring that is used across the boards with each applicant. Using consistent screening process procedures and policies, documenting the steps taken and keeping metrics can help to ensure both fairness and protection.
5. Rely On Professional Employment Screening
A professional employment screening service can check an applicant’s credit history and determine if they have a history of violence or criminal activity. This service can be invaluable in augmenting any online screening process policy.
Job seekers must be more vigilant than ever regarding what they post on their social media accounts. However, employers using online resources for employment screening should strive to do so fairly, consistently and effectively.
Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.
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