Employment Uses for Social Media In today’s world, social networking sites allow people to connect with an unlimited number of people all around the world. Keeping in touch with family, friends and making new acquaintances. Social media such as Facebook, Twitter, and Instagram allows people to keep in touch with family and friends, and even make some new acquaintances without ever having to make a time to meet up in person. Other sites such as LinkedIn, Skype, Facetime, company blogs and forums allow business people to connect the same way. People can reach out to members in the same line of work, apply for jobs, get resumes, have meetings and even work on projects. So with all this interaction at everyone’s fingertips, why don’t more Employers
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According to CareerBuilder’s annual social media recruitment survey of more than 2,000 hiring managers and HR professionals and more than 3,000 full-time U.S. workers, 60 percent of employers revealed they use social networking sites to research job candidates. (McDonnell, 2016) Using social media to check the background of the applicants is an invaluable tool. One can quickly ascertain how the person behaves outside of work as well as the types of friends and business contacts they have. Normal background checks will only reveal criminal convictions, driving record and credit report. But using an online search engine and accessing the applicant’s social sites will tell the employer what kind of person the applicant is by the type of posts they make, things they like, thoughts they tweet. It gives the employer a snapshot of the applicant’s moral character. how recruiters use different social networks. LinkedIn is clearly the king of the hill—79% of respondents say they have hired through the network, vs. 26% through Facebook and 14% through Twitter. Nearly all hiring managers will use LinkedIn for every step of the recruitment process, including searching for candidates, getting in contact, and vetting them pre-interview. (Davidson, …show more content…
It allows information about a company to reach a broad range of individuals faster than a billboard or commercial can. Most of the time it can reach individuals that might not have ever heard of the company or their products. According to Sprague (2011), “Employers need to be aware of what their employees post online, particularly if those publications relate to the employers’ products or services.” Same holds true that it’s a good tool to stop information as well… for instance, If an employee thinks they are being helpful by posting something wonderful that happened at work that day such as buying another company, but that information wasn’t supposed to be leaked yet because the other company hadn’t told their employees… then searching social media would let the employer find out quickly and head off a bad situation. Also if you have an employee bad mouthing the company, it’s in the best interest of the company to find out who that individual is and deal with them
According to CareerBuilder’s annual social media recruitment survey of more than 2,000 hiring managers and HR professionals and more than 3,000 full-time U.S. workers, 60 percent of employers revealed they use social networking sites to research job candidates. (McDonnell, 2016) Using social media to check the background of the applicants is an invaluable tool. One can quickly ascertain how the person behaves outside of work as well as the types of friends and business contacts they have. Normal background checks will only reveal criminal convictions, driving record and credit report. But using an online search engine and accessing the applicant’s social sites will tell the employer what kind of person the applicant is by the type of posts they make, things they like, thoughts they tweet. It gives the employer a snapshot of the applicant’s moral character. how recruiters use different social networks. LinkedIn is clearly the king of the hill—79% of respondents say they have hired through the network, vs. 26% through Facebook and 14% through Twitter. Nearly all hiring managers will use LinkedIn for every step of the recruitment process, including searching for candidates, getting in contact, and vetting them pre-interview. (Davidson, …show more content…
It allows information about a company to reach a broad range of individuals faster than a billboard or commercial can. Most of the time it can reach individuals that might not have ever heard of the company or their products. According to Sprague (2011), “Employers need to be aware of what their employees post online, particularly if those publications relate to the employers’ products or services.” Same holds true that it’s a good tool to stop information as well… for instance, If an employee thinks they are being helpful by posting something wonderful that happened at work that day such as buying another company, but that information wasn’t supposed to be leaked yet because the other company hadn’t told their employees… then searching social media would let the employer find out quickly and head off a bad situation. Also if you have an employee bad mouthing the company, it’s in the best interest of the company to find out who that individual is and deal with them