Avoiding risks when using social media in recruiting
Over the past few years, the popularity of social media has continued to increase. Not only are well known sites like Facebook and LinkedIn expanding with each new active user, but entirely new social networking sites continue to be created. These websites have evolved from their original purpose as a social connector with friends, to a valuable tool in a company’s recruitment process. Recruiters have been learning more ways to strategically use these sites in getting ahead of the competition, but in doing so they can find themselves at risk of legal question in comparing the information accessed online in relation to their hiring decisions.
A simple Google search of a candidate’s name or a visit to their Facebook and LinkedIn page can reveal a lot about the person, providing an inside look into their life that you normally wouldn’t see on traditional job applications and resumes. In a January 2010 report released by Microsoft, 79 percent of those hiring managers they had surveyed used social media and online searches in their hiring, and of those, 70 percent had actually chosen to reject candidates because of the information that they had found. Knowing how to use these websites efficiently without accessing information that could lead to possible discrimination claims is crucial in the hiring process. With all of the available information at your fingertips, it is important that when choosing to integrate social networking sites in the screening of a candidate that the search remains relevant and nondiscriminatory. Recruitment agencies that set up a policy to follow standards set up by organizations such as the Fair Credit Reporting Act for screening candidates will have effective results. They also will avoid any future legal question that could arise finding that them guilty of violating laws such as the Title VII of the Civil Rights Act or others created to prevent discrimination in hiring.
In order to keep recruiting fair and avoid any question of a hiring decision there are a few key things to remember and techniques to have in place before searching the web. Establishing a strong recruitment policy along with prior education of these guidelines to those in charge of screening candidates (preferably someone who is not making the hiring decisions) is important. Making sure that these policies include what information can and cannot be included in making hiring decisions is vital in addition to creating a set list of what websites are to be used in accessing this information. Using social media to look into one candidate and not others puts recruiters in a questionable situation. If you choose to use social media to look into one candidate, it’s important that it is done with all others as well. Lastly, keeping documentation of all information to reference back to what was used in the recruitment process will be greatly beneficial to the company should any questions arise.
Social media is very valuable in the recruitment process when used correctly and integrated along with other screening tools. It has the ability to locate a large amount of possible candidates as well as provide valuable information. Those recruiters who are able to keep up with consistently changing social networking trends and have a strong knowledge of how to navigate these sites, position themselves above others; finding the best candidates possible, while staying clear of any potential discrimination claims.
June’s job report shows highest unemployment rate this year
The Labor Department’s release today of the U.S job report displayed shocking numbers for jobs added in June. Economists had predicted a report for last month that should display strong results and had high hopes that the economy was heading in a positive direction. Unfortunately, the release of the report was disappointing proving to be just the opposite of what had been expected. In fact, data showed unemployment at 9.2%, the highest recorded this year.
According to the job report only 18,000 jobs were generated in June. This report shows the number to be dramatically below the previous report in May, displaying the addition of only 25,000 jobs. Not only did the data show less hiring it also highlighted major underemployment. Last month a large portion of those seeking jobs were forced to take part-time jobs and jobs below their skill level because they were unable to find full time work. Underemployment affected 8.6 million people in June, leaving those affected with not only cuts in average weekly hours but in their hourly wages as well. Due to these cuts paychecks were left smaller which is taking its toll on the economy. Consumers were left with less buying power affecting the ability to fuel the economy. There have been some signs of recent economic improvement though aside from June’s disappointing report. The recent decrease in gas prices give hope of future economic improvement in the second half of the year, but a strong boost in hiring is needed in order to keep up with the constantly growing population.
Censky, Annalyn . (2011). June jobs report: hiring slows, unemployment rises. CNNMoney, Retrieved from http://money.cnn.com/2011/07/08/news/economy/june_jobs_report_unemployment/?cnn=yes
Change your approach to hiring with an RPO
For any company, finding high quality candidates to fill positions is crucial to the business. Candidates must have the right skills and abilities for the job in order for the company to succeed. Emerging from a hard economic time, a lot of reorganization decisions are seen being made throughout many companies. They are looking to revamp their approaches to hiring and increase their talent pool in order to get ahead of competitors. This can be found to be a difficult and stressful task in the constantly changing recruiting environment where most HR recruiters are having trouble trying to keep up. Recruitment Process Outsourcing (RPO) is now being utilized by leading companies for their hiring needs; they are using the expertise of these providers to find high quality talent for their organization.
The size of many companies’ HR recruiting teams has decreased due to cost-cutting, providing many challenges in hiring. Most HR departments don’t have the time or resources to be updated with the latest recruiting technology tools and online social media channels. This is why many companies are turning to RPO as a solution. They have found that RPO providers have the ability to deliver to their organization results that their HR recruiters cant. RPO’s have the ability to hire top talent, fast, while achieving a more cost effect cost per hire. It also takes the added stress and pressure off of HR and allows them to focus in on other tasks within the company. RPO’s can handle a few of the recruiting tasks or they can handle the entire life cycle. For instance, an RPO can handle all out the sourcing and screening allowing recruiters to focus on the qualified and interested candidates instead of taking the time going through piles of unqualified candidates.
RPO’s have the ability to provide a company with valuable results. Due to the current economy, most companies are working with smaller budgets and decreasing the amount of hires allowed; therefore it’s important to keep a focus on quality rather than quantity of candidates. Leading organizations who have experience with RPO’s have recorded high cost reductions and/or greater efficiencies in the hiring process. Many have seen reductions as high as 85% in search firm fees and 87% in offline advertising expenses. RPO’s continue to show results that include an expanded candidate pipeline, shortened cycle times, and reduced cost-per-hire. For hiring quickly, efficiently, and at a cost effective amount, RPO’s have specialists utilizing the latest technology and tools to fill crucial positions.
(2011, July). Workforce Management, 90(7),