Screening Candidates on Facebook? Beware the Pitfalls

Thanks to social networking sites, it’s easier than ever for hiring managers to get the dirt on job candidates. In fact, according to a Career Builder survey, 12% of 1,150 hiring managers said they have used social networking sites to screen potential candidates. Of that 12%, 63% said they did not hire a person based on their profiles.

Specific reasons included:

  • Provocative or inappropriate photos
  • Drinking or drug use
  • Bad mouthing a company or employee

In addition, in a survey published in April 2013, SHRM found 77% of its members reported regularly using social networking sites for recruiting, up from 56% in 2011.

As leading Houston headhunters, Murray Resources knows social media posts can certainly help you get behind the candidate mask. For instance, you can gain a clearer sense of a candidate’s personality and better discern whether they’d be a good fit for the company’s culture.

However, it can also cause you to lose out on top candidates if you’re too reliant on information gained on social media sites. Keep in mind that many social media profiles were created by users to stay connected with friends and family…not to land a job. In addition, many times people post information that may be embellished or inaccurate simply to build a certain image of themselves. A candidate also may not control an image posted of them on a social media site, so consider the overall context.

The bottom line?

The picture presented could be misleading in terms of whether a candidate would be a good fit for the position. Just because a profile post doesn’t exactly get you excited about a candidate, that doesn’t mean they aren’t the right person for the position.

On the flip side, just because a candidate posts about volunteer work and exercising – positive activities – doesn’t mean they are a better fit for the job than someone who spends their weekends partying with friends. Remember, relying too much on social media sites for candidate screening can foster an overly positive or negative image of a candidate.

It can also land you in legal hot water. For instance, a candidate might allege that your use of Facebook, Twitter, Instagram or LinkedIn uncovered protected class information (such as race or religion) that was then used to disqualify them for the job.

When using social media to screen candidates, tread carefully. It’s a great tool for gaining deeper insight into a candidate, but it shouldn’t be used to make any final employment decisions.

Ready to outsource your candidate screening process to the professionals? Call Murray Resources. As leading Houston headhunters with 30 years of experience, our top priority is delivering exceptional job candidates. Not good candidates who may have the adequate skills. But people who are truly top performers. If you’d like to learn more about how we can help you make smart hiring decisions, contact Murray Resources today.