Discover the Benefits of Social Media Screening for Recruiting
Social media screening is crucial to improving the quality of your recruiting process. By using social media to screen your applicants, you are limiting the scope of the potential candidates that you might hire while also detecting any derogatory, hostile, coarse, or defamatory content.
Positive social media content influences people’s perceptions
A recent study investigated how positive social media content affects people’s perceptions when recruiting. This research is essential for employers to consider the benefits of social media screening when using social media in hiring decisions. In particular, it examines the relationship between perceived FoMO and others’ posts on social media. Researchers used the Social Media Policy Perception Scale (SMPP) to measure participants’ perceptions of a company’s social media policy. The study found that exceptionally professional social media users could make an informed decision about whether or not to disclose their profiles. They also gauged whether the company’s social media screening policy was a deterrent or a booster for their job search. However, a small percentage of participants fully supported using social media for personnel decisions. One of the study’s significant findings is that participants’ social media use was associated with more favorable perceptions of the behavior of others. Interestingly, this effect was most prominent among users of professional social media content. Moreover, participants were more likely to be satisfied with their social media usage if they had a higher sense of FOMO. Overall, the study’s significant findings are a resounding yes. While social media can be a valuable tool for sharing information and connecting with people, it can also irritate when used for a personal decision. Considering the many potential negative consequences of using social media for personnel decisions, employers should be mindful of how they use it for recruitment. Using social media policy perception (SMPP) to measure participants’ responses to a hiring company’s social media policy was an intriguing study. Although this study has only measured the social media impact of one approach, the findings have helped solidify the existing literature on how social media can be used for personnel decisions.
Social media screening results in unfair biases
If your company conducts social media screening on candidates, you may be at risk of violating legal and ethical issues. Several state laws protect the privacy of individuals and limit the amount of information an employer can access. Depending on the terms and conditions of your platform, you may also violate copyright laws or other crimes. Using social media to recruit has become a common practice for most employers. In addition to allowing for the identification of red flags, a social media screening can also help companies determine whether their employees are culturally fit for the position. For example, a social networking site like TikTok can be used to evaluate whether a candidate is interested in technology. The young and millennial generation is more active on TikTok than other groups. The Fair Credit Reporting Act requires that you get consent from prospective employees before conducting a background check. Recruiters can unwittingly violate the law if they use their social networking sites to check for private information or sexual orientation. They can also find information about candidates protected under federal and state anti-discrimination laws. Regardless of the information you uncover, it is essential to consider all of this. The right approach is to do a thorough search, including a reference check and drug test. Using a third-party social media screening provider can also mitigate the possibility of unfair bias. These providers can identify protected class information and evaluate your hiring criteria objectively.
Detecting derogatory, hostile, coarse, or defamatory content
Social media screening for recruiting is a procedure that allows companies to gather information on prospective applicants. The process is relatively inexpensive and can help to avoid bad hires. However, it raises ethical concerns. As a result, recruiters must be careful when asking applicants for permission to search their social media profiles. The decision to screen an applicant based on their social media profile is a form of discrimination, mainly if it is based on protected characteristics. For example, federal laws prevent discrimination based on race, sexual orientation, and pregnancy status. The applicant may feel degraded or slandered if an employer rejects an applicant because their social media profile contains derogatory, hostile, coarse, or defamatory content. Applicants’ reactions to injustice can impact organizational outcomes such as compliance, loyalty, and commitment. Moreover, past behavior can lead to the prediction of future harmful activities. Therefore, hiring companies should flag illegal activity on their recruitment sites. Additionally, if an employer fails to disclose their social media screening policies and procedures, it can create a false impression of the company. The decision to reject applicants based on their social media profiles can violate Leventhal’s (1980) extended procedural justice rules. This can result in inaccurate information, lack of transparency, and discrimination. It is essential to understand that the purpose of social media screening for recruiting is to make inferences about a candidate’s background and history. However, the screening procedure does not have to replace traditional selection methods. Instead, it can enhance the quality of selection decisions by ensuring that the process is transparent, consistent, and fair.
