Does Social Recruiting Cross The Boundaries of Privacy?
Posted: Thu Jan 23, 2025 8:26 am
This argument seems to be at the forefront of many discussions right now in the age of social recruiting, but how far would you go to make sure that you have found the perfect candidate rather than basing your decisions just on their CV that they had submitted? There is a potential to open a can of worms if you don't take an unbiased approach to candidate screening, so what's the answer when a huge majority of the population are now all searchable in the world of social media? We are all aware that 'what goes on the web, stays on the web', but could this possibly come back to haunt you when sometime in the future you are looking for a new position?
LinkedIn
Recruiters now spend more time than ever looking at profiles of potential candidates sweden phone number library through LinkedIn. It's easy to see why, as a well filled out LinkedIn profile contains details of education, work history, experience, references and pretty much covers the same sort of detail as a CV. This could also include further details of projects that a candidate had worked on in the past.
The most useful reason for checking out a candidate on LinkedIn is to cross reference dates and work history. If it then all adds up correctly there's no problem at all ... However, if you then start researching a little deeper on the social networks that are 'less' professionally biased as LinkedIn, could you be possibly taking one step to far into the private life of a candidate?
Facebook
There's a fine line between screening candidates for work history and education details to then checking out a candidates personal Facebook profile.
Facebook is rather more personal and offers access to details that are generally not asked or required at the initial selection process. The information here often contains date of birth, race, gender, religion and marital status. Further more, there is often a raft of images (Yes ... that picture! The one where you had too much wine at a friends wedding)
Recruiters now spend more time than ever looking at profiles of potential candidates sweden phone number library through LinkedIn. It's easy to see why, as a well filled out LinkedIn profile contains details of education, work history, experience, references and pretty much covers the same sort of detail as a CV. This could also include further details of projects that a candidate had worked on in the past.
The most useful reason for checking out a candidate on LinkedIn is to cross reference dates and work history. If it then all adds up correctly there's no problem at all ... However, if you then start researching a little deeper on the social networks that are 'less' professionally biased as LinkedIn, could you be possibly taking one step to far into the private life of a candidate?
There's a fine line between screening candidates for work history and education details to then checking out a candidates personal Facebook profile.
Facebook is rather more personal and offers access to details that are generally not asked or required at the initial selection process. The information here often contains date of birth, race, gender, religion and marital status. Further more, there is often a raft of images (Yes ... that picture! The one where you had too much wine at a friends wedding)