Recruitment and Social Media

A study conducted by the Society For Human Resource Management and carried out among 541 Human Resources professionals who have, among their functions, the recruitment work in their respective organizations, shows that:

  • 18% of companies use social media to meet candidates.
  • 67% of organizations say that they have never used these systems in their selection processes and that, in addition, they do not plan to use it soon.
  • 11% of organizations have never used social media to recruit professionals.

The use of social networks in recruitment processes differs depending on the type of company:

  • In government selection processes, 78% say they do not use them.
  • In the selection processes of non-profit organizations, 80% say they do not use them.
  • In the selection processes of private companies, 56% say they do not use them.
  • In the selection processes of public organizations, 69% say they do not use them.
  • 26% of companies use search engines (search engines such as Google or Yahoo) on the Internet on a regular basis for the search of candidates.

The report also reflects that, in general, organizations do not have a defined policy on the use of social networks or search engines on the Internet:

  • 8% say they have a defined policy on the use of social media.
  • 56% have no formal or informal policy in this regard.
  • 71% do not plan to implement in the next twelve months any guidelines to allow or prevent its use.
  • 29% will adopt some guideline in relation to its possible use.

Among the reasons that organizations mention for not making use, above all, of social networks are:

  • The legal risks that can be incurred, an aspect mentioned by 66% of organizations.
  • The difficulty of verifying confidential information that appears of the candidate on the web, an aspect that highlights 48% of companies.
  • That the information presented in these networks may not be relevant to the selection process, an aspect that 45% of organizations point out.
  • 18% of organizations that turn to social networks for recruitment consider 70% that they are useful to obtain more information from the candidate.
  • 63% believe that the time and effort required to consult these sites is small in relation to the result obtained.
  • 30% say that they have eliminated a possible candidate from recruitment because of the information they have obtained on employment pages, a percentage that is reduced to 15% in search engines and 4% by the data that appears of the candidate on other websites.
  • Most organizations that use the Internet resort to online search engines in 35% of cases after the job interview. 25% consult them after completing the application process and before the job interview. In social networks, these percentages stand at 35% and 26%, respectively.
  • 73% of organizations state that they do not grant any opportunity to the candidate to explain the information that may be questioned about him and that has been obtained through the Internet.
  • And, when it comes to obtaining this information, 85% of companies say that, above all, they visit: LinkedIn, followed by Facebook with 78%; MySpace, 13%; Twitter, 11%; sectoral professional social networks, 9%; SHRM Connect, 6%, and Foursquare with 1%. 6% consult other websites.

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