Although it is becoming more common for employers to use social media to lure prospective employees, social media should not replace more traditional methods for recruiting candidates. Your HR department needs to be aware of potential pitfalls related to social media.
The Pros of Recruitment Through Social Media
Social media apps shouldn’t replace traditional recruitment methods, but it can certainly enhance the old school techniques. The reality is – social media is a mainstay of our culture. Platforms such as LinkedIn, Facebook, and Instagram can be very useful to HR departments in their recruitment efforts. In fact, those methods are likely to reach prospective candidates that you may not otherwise be able to reach. This can be particularly true when social media is used not simply to post a job opening, but instead to introduce the employee market to your company and its brand. In other words, advertise your business as well as your open positions.
Beware the Potential Pitfalls of Social Media Recruiting
One potential issue that may arise when using social media to communicate with potential candidates is that it may be seen as too informal. It must be made clear to potential applicants that they must still submit a formal application through the company’s hiring process. This will ensure that all applicants are treated the same and required to go through the same hiring process. This will help prevent certain employment claims in the future.
Another potential issue is using actors or models in videos or photos posted on social media. It is best to use actual employees, with their permission of course, in order to put forth an accurate depiction of the company’s demographics. If your depiction of your workforce is skewed, it could also create legal issues in the future.
Also, be sure to comply with pay transparency laws whenever posting a job listing on a social media platform. Remember that your posting will reach individuals outside of your state. Since these laws vary from state to state, it is important to be accurate and transparent about the salary or salary range for the position you are advertising.
Using Social Media to Evaluate a Candidate
Just as there can be pitfalls to using social media to attract potential candidates, employers should also be careful using a candidate’s social media presence to evaluate them for a job. It is important to recognize that social media content for an individual only gives you a limited view of that person and should be taken with a grain of salt. Not everyone is social media savvy. A review of social media presence should never replace an interview, background check or any other part of your hiring process. Nevertheless, reviewing a candidate’s social media presence may not be a bad idea just in case there is something extreme or alarming that would influence a hiring decision.