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Don’t let a tweet destroy your career progression

Twitter logosWith the job market and the economy currently languishing in the doldrums, it can be harder than ever to get your foot on to the HR career path, or move up the ladder to your next challenge. And to make matters even harder, employers now are using even more sophisticated techniques to carry out background checks on new applicants - including social-media checks.

Through a service pioneered by Social Intelligence Corp, a start-up in California, employers can now receive reports on their prospective next recruit that flag up their social-media usage and history. This means potentially that every ill-advised tweet, dodgy Facebook status or drunken photo can be retrieved and compiled into a fairly enlightening dossier for HR to peruse.

Of course, this isn't entirely a surprise to job hunters, who have been hearing warnings of such searches for some years now. However, what many don't realise is just how easy it is to access seemingly private social-media accounts and how permanent online updates are. And if it seems a little 'Big Brother', then sadly your concerns are irrelevant. As the Social Intelligence team point out, they aren't detectives - they gather what's already available, publicly, online. Increasingly it will become part of the HR department's job to look into applicants' online history, and social media activity, as a new stage of the recruitment process.
» Read more: Don’t let a tweet destroy your career progression

How social media changed recruitment practices for ever

Social recruiting is something of a hot topic and has become one of the buzzwords of 2011. It can, however, be difficult to know where to start or how to make sure that you get the most benefit from using web and networking sites. There is no right or wrong way to use social recruiting, however. It is a concept rather than a prescriptive way of doing things and as such, employers in many different fields are able to draw on the aspects of social recruiting that work for them.

Social recruiting is essentially a means of identifying and communicating with potential employees and building relationships with them. It is an additional tool rather than a replacement to traditional recruitment methods. It encompasses the basic elements that are required for any recruitment process, using new media as a means of attracting and carrying out preliminary vetting of potential candidates.

The web as a marketing tool
One of the simplest ways to embrace social recruiting is to use the web effectively as a marketing tool. By advertising online on websites that are relevant to the industry or field that you work in, you are able to target a much wider pool of people than by only using traditional methods. Twitter and Facebook can be a great way to advertise jobs, particularly if you work in an industry that is IT or media savvy.
» Read more: How social media changed recruitment practices for ever

Infographic: 91% of recruiters check social networks

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A shocking 91% of recruiters screen applicants via social networks, according to online reputation manager Reppler.

Reppler has included that data point in an infographic created in time to plug the latest upgrade of the vendor’s reputation monitoring service, which has expanded to include LinkedIn and Twitter in addition to Facebook profiles.

Reppler evaluates profiles based on the tone and appropriateness of their content, as well as the consistency of their information across social networks.

Visit the Allfacebook.com website to read the full article.

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