Social media is playing an increasingly bigger role in the recruitment process. The digital age is influencing hiring choices and it is important for employers to keep moving at the speed of social trends. As a rule, Advance Careers’ due diligence includes investigating short-listed job applicants on social media and naturally we encourage all candidates to stay on top of their digital footprint, because it can make or break their chances of landing their next role.
Profanity, spelling errors, grammar mistakes, alcohol and drug references are some of the top things that can turn the hiring process sour really fast. Social vetting can take serious time but it is well worth the effort and best if your recruiter can do the leg work. According to recruitment platform Jobvite’s Social Recruiting Survey, 93% of recruiters will review a potential candidate’s social media profile before making a hiring decision. A massive 55% of recruiters have reconsidered a candidate based on what they found on their social media pages.
“93% of recruiters will review a potential candidate’s social media profile before making a hiring decision”
Most hiring managers will take a quick glance at the social profile of a potential candidate, but good recruiters thoroughly navigate online information more broadly for example performing a Google search to form a more complete picture of the person behind the resume. A pile of applications only reveal some aspects of a person, but social media provides recruiters and hiring manager a window through which they can gather a lot more information about a candidate’s character, motivation, likes, dislikes and so on.
Social media as a hiring tool
Social media platforms serve as a goldmine of information about who a person is outside the confines of their resume and how likely they are to fit into the company culture. Jobvite found that 97% of recruiters will look at a candidate’s LinkedIn account to match up their professional experience with their resume. 46% of recruiters will turn to Facebook to find out if a candidate is likely to be a good cultural fit.
The social media profile of a potential new employee can also work in their favour. Blog and article posts demonstrate a person’s writing and communication skills plus their inclination to go to such an effort. Recruiters also obtain valuable insight around who is in a candidate’s network and how valuable their industry connections are. Some employers mandate ‘professional’ social activity as a term of employment and a KPI measurement. Part of the marketing strategy for many organisations is to publish and share original marketing content via their staff’s online social and professional network. It is appealing for some employers to know whether a candidate has a natural flare or can provide added value by way of their interest in social media.
Social vetting is rapidly emerging as key element in the hiring process that can work for or against candidates. It can be very valuable for employers to learn what they are getting into when bringing a new person on board.