and for many the use has become an integral part of their day.
Opinions on social networking sites vary widely, from those who hate and detest such sites, to others who think they are an integral part of society, allowing them to interact with new people whom they would not otherwise have met. Either way, social networking sites are here to stay.
Using social networking sites for business use is a tricky subject. Many have embraced the concept, realizing that through this accumulation of people, potential opportunities could arise. Other’s have built business around these networking sites, such as dating networks, and consumer goods. On the other hand, there are companies who have shied away from using such sites, even taking steps to ban the usage of sites at work.
Recruitment is also another industry that has made use of these sites. Organisations such as Barclays and Microsoft have utilized these sites for recruitment campaigns, and sites that have common interest networks, such as location, skills, hobbies and employers etc, allowing recruiters to hone in on demographical areas, and maximising the quality of their response.
Many recruiters and HR professionals alike have been drawn to using these sites as a means of information gathering on a candidate’s suitability for roles they are recruiting for.
Indeed, many of us have met people who seem ideal for a role, and have been surprised at how they have turned out. However, there are two schools of thought on the use of these sites for recruitment purposes. Some think it’s a great tool to see if a candidate indicates that they "actively" looking for a new role, and others think it’s a mine-field that should be steered well clear of.
Some of the main arguments for and against are:
For:
- The amount of relevant candidates that can be found.
- If done properly, these sites are great for "sourcing". By sourcing, we are not talking about background checks or vetting, but merely looking for candidates in the right location, with the right skills or working for competitors of the company we are resourcing for.
- The benefits of creating a company page on sites such as MySpace and Facebook to promote your com-pany and the advantages to both active and passive jobseekers alike.
Against:
- Comments made by other people, photographs placed on the profile page etc may make connotations to a person’s character. Human nature dictates that it is difficult to not let such information influence our decision making, therefore you may discriminate against the candidate based on information that you discover.
- Data Protection Act (DPA) breaches. Sensitive data including an individual’s race, political opinions, can be highly visible on social networking sites and on individual’s profiles.
- As per DPA, you should only assess a candidate’s suitability for a role using specific information, such as experience, qualifications etc, not as a means of general information gathering.
In conclusion, social networking sites are a fantastic tool that is potentially invaluable in the sourcing process if used correctly. But before plunging, here are a few top tips:
- Utilise these sites only for sourcing candidates. The sourcing process is about finding people that have the right profile. Use your skills as recruiters and HR professionals to make assess the suitability of a candidate based on upon a pre-determined set of criteria such as geography, qualifications, skills, industry experience, salary expectations etc, and remember that the purpose of interviews, psychometric testing, referencing etc is to ensure we find the best fit.
- Take the time to set out a process of simple, logical steps for using these sites for recruitment purposes. Doing this will ensure that you protect both yourself and potential candidates against data protection and discrimination issues.
- Don't start uploading details you've found into your candidate database until you have the potential candidate's permission to do so.
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