One of our eagle eyed recruiters, Teejay Jones, spotted this Mashable infographic on linked in the other day and it’s caused some debate through the office so it’s definitely worth a look.
How Recruiters Use Social Media to Screen Candidates
Here they're suggesting that recruiters are making good use of social networking sites such as Facebook, Twitter and linked in, to help screen candidates before making offers of employment. We're not sure where they get their statistics from (the figures seem to be excessively high) but we have to question the idea that such predominant use of Facebook is either possible (unless privacy settings are not in force) or indeed fair. We have to find the balance between getting to know out candidates as well as possible in order to represent them effectively, but also to assess how well they might suit our clients. But where do you draw the line between the personal and professional information available on the web? And what do you take into account? People are often completely different in work to how they are out of work. So in this instance, is the information superhighway a real disadvantage for both the candidate, who has to be so aware of privacy settings, and us as responsible recruiters who have to find decide how far to take access to information? There's an interesting debate looming and no doubt legal cases forthcoming if an offer of employment is made to a candidate and then retracted. Could employers be seen as discriminatory if they go down this route? A joint production by Jonathan Hirst / Teejay Jones