Posts Tagged ‘Social Media Recruiting’

Do: Use Social Media for Recruiting. Don’t: Violate EEOC Compliance.

April 25th, 2014

Social Media RecruitingHiring managers are increasingly turning to social media to help with the research and recruitment process. Services like Facebook, LinkedIn and Twitter make it easy for people to put their best foot forward before even having submitted a resume or a cover letter, as recruiters scour social networks. In fact, a 2013 survey from the Society for Human Resource Management found that 77 percent of SHRM members use social media to recruit candidates, which is up from 56 percent in 2011.

However, if you rely too much on social media to find new talent, you may be exposing your company to legal risks and scrutiny from the EEOC, according to a recent report by Michael Bologna at Bloomberg BNA.

Bologna notes that employers who use social media channels may be accessing protected class information that they could use to inappropriately disqualify candidates. This could wind up subjecting them to civil rights complaints under the Age Discrimination in Employment Act, the Americans with Disabilities Act and Title VII of the 1964 Civil Rights Act.

What’s more, by focusing on social media, hiring managers may create barriers to the recruitment process, with the idea being that a lack of access to social media, computers and the Internet could make it harder for people to compete for jobs.

The EEOC is not issuing guidance on social media usage in recruitment. However, to offset potential risks, a good approach for companies is to erect a firewall between hiring managers and recruiters and to have a designated person in HR who is trained in the legal ramifications of using information about candidates that has been obtained via social networks. Hiring managers themselves should not use social media for screening, noted Bologna.

In terms of hiring, social media really shines when companies use it to define and display their corporate culture, notes a recent report at the Undercover Recruiter. Your employees can refer to their own networks as they reach out to interested candidates, for example, and you will gain greater access to both passive and active job seekers.

It’s important to not rely entirely on social media to get out the word, however tempting and cost-effective it might seem. Companies shouldn’t put their vacancy ads on Twitter alone, for example, as they are only limiting their exposure.

When you do use social media, remember that you should only focus on publicly available information and not demand access to applicants’ social media account passwords to learn more about them. Such a request is a violation of the law in 12 states and may run afoul of the Stored Communications Act nationwide.

It’s clear that new software and technology, such as those used to underpin social media, can be quite disruptive to the way we do business. While social media is a great way for companies to discover promising new candidates to hire and can help extend their brand among networks of friends, it’s a good idea to be cautious and only use information that you are sure you are legally allowed to use.

Recruiting Employees from a New Generation of Talent

March 20th, 2013

recruiting young talentIn a recent article “Hiring New Grads? Don’t Make These 3 Mistakes” appearing in The Daily Muse, Trent Hazy compares the process of recruiting graduating college seniors to dating in middle school. As the naïve college student reaches out (flirting) with employers, the recruiter often ignores sound advice that could have come from well-meaning parents.

Hazy lists three rules, patterned on dating protocol, to avoid overlooking or losing good candidates.  He takes into account several values that are overall good qualities a recruiter can possess, including social intelligence, patience, respect and tenacity.  Consider them especially as they apply to highly competitive software development, engineering and IT jobs:

  • Don’t be too-quick to make a decision during the interview – after all, not everyone falls in love at first sight. A nervous performance at an in-person or video interview doesn’t mean the candidate can’t excel in your organization. Remember, they’re new at this. Go the extra mile to meet them over lunch or take them on a tour around your site. In these venues, you’ll be better able to judge personal qualities like leadership and creativity. Best of all, go where they are – set up an information table at the university coffee shop or host a Q&A session on campus about your business or industry.
  • Give the relationship time before making a decision. Go beyond the resume and interview. Ask for a sample of the student’s work, such as a class project description or paper, that’s relevant to the position or industry. Also, consider paid summer or after graduation internships in which you can assess the candidate’s real performance on the job. You may find gold that was hidden under interview clutter.
  • Treat the student – or date – with respect, just as you would any other professional candidate. Remember that you’re representing your organization and brand. Students deserve common courtesy, so return emails and calls quickly, and don’t keep them hanging on your decision. Even if you don’t hire this candidate, it’s possible your paths will cross in the future through your common industry interests.

And here’s another thought: technology is an essential part of life for students going out into the workforce, so embrace everything that social media recruiting has to offer. Post open positions, college events and internship opportunities on Facebook – you can make it even easier through automated interfaces like LinkUp.com. Don’t forget LinkedIn and Twitter. Also, consider creating a mobile app that links directly to your organization’s career website.

Just like dating, recruiting is a courtship, especially for highly-sought after post college grads in fields like software development and engineering.  Follow these basic dating rules and the resulting relationship will benefit you, your organization, and your new employee.

Recruiter Roles are Evolving with Technology and Social Media

February 1st, 2013

Social Media Recruiting TechnologiesFacebook’s value to recruiters as a tool for discovering promising new job candidates will get a boost now that the social networking behemoth has announced the release of its new Graph Search feature.

Graph Search, currently available in a limited beta program for testing, is a search engine running inside of Facebook. It is designed to let ordinary Facebook users find answers to queries such as, “French restaurants in San Francisco my friends have eaten at” or “videos of my friends’ birthday parties.”

Savvy recruiters know that they have to keep up with developments in technology and social media if they want to find the best candidates for the positions they are trying to fill. Sites such as Facebook, Google+, LinkedIn and Twitter offer a treasure trove of information about potential candidates. They enable employers and recruiters to follow connections as they search for professionals to fill important positions.

Facebook’s Graph Search should provide value to recruiters because it will enable them to search the social network for candidates who have  profiles that align with employer needs, according to Work4Labs CEO Stephane Le Viet’s recent guest post, “Graph Search And Online Recruiting: How Facebook Is Transforming An Industry,” at Forbes magazine.

Le Viet notes, for example, that the Hard Rock Cafe could use Graph Search to help it fill positions in a new Tokyo outlet by targeting Tokyo residents who have said they like rock music.

Facebook’s value to recruiters becomes even more evident when you consider that you can focus on specific keywords and dive deeper into data about the candidates you discover. The recruiter will see details about the candidate’s education, job history and what motivates and interests them, Le Viet says, without necessarily having to even review a resume.

As potential job candidates spend more of their time on sites like Facebook, it makes sense to look for them there.  This is where there personas, skills and interests are truly on display.  If the open position relies on the candidate being tech savvy, checking up on how they present themselves via online profiles can be very demonstrative to their abilities.  For example, you can see how helpful  or knowledgeable a candidate is as he offers (admittedly self-serving) advice to people via Twitter or by posting comments on someone’s Facebook page.

It is a sure thing that social networks such as Facebook will change the way that you look for and recruit job candidates. Users are connected to  one another in ways they they may not even realize, such as through shared interests or people in common. This may lead a discerning recruiter to discover candidates who are friends with people already working at the company and whose interests and skills line up with the requirements of the position.  It is integral that those at the front lines of recruiting keep up with the latest web technologies – in particular the big social media platforms like Facebook.