If you are relying only on social media for your candidate-screening, then you are not alone. If Social media allows you to peek into the new versions of the applicants, it poses particular risks. Let’s delve into the pros and cons of recruitment, relying only on social media. Also, how an online ats can avoid bias with social media recruiting.
Around 94% of the recruiters worldwide use social media platforms to build their presence, brand recognition, and candidate sourcing. Social media is inevitably a great platform to show your strengths, brand, improve visibility, and impress the candidates. But, when it comes to recruiting, things are not as simple as they seem.
Recruiters find social media a free medium to peek into their personality, characteristics, and interests. But, relying alone on social media could take a toll on your recruiting efforts. Have a look at the pros and cons if you choose social recruiting as your sole recruiting criterion.
What are the advantages of Social Recruiting?
Many top-rated recruiters highly advocate social recruiting or recruiting using social media platforms. Social recruiting helps the recruiters find suitable candidates that perfectly match with the company’s requirements.
- Free and Easy to Access Information
Social media provides the recruiters a great medium to review the candidates at a deeper level. As all the applicants’ details are mostly available on social media channels, the recruiters can perform a quick search, which also helps them understand whether a profile is authentic or fake.
It provides an accurate and real picture of the resume provided by the candidate to the company.
- The revelation of the candidate
The testimonials, interests, and history say a lot about the cultural aspect of the candidate. Platforms such as LinkedIn offer a ‘recommendations’ feature that helps the hiring managers understand what other people say about the candidate, which tells the recruiters what a candidate can add to the job and the company.
- Candidate Scrutiny
By reviewing the candidate’s profile, recruiters can quickly remove profiles not matching the job. This filtering allows the recruiters to hire the right candidates for the position. This rejection in the first round (before inviting them for interview) saves a lot of time, money, and recruiters’ effort.
What are the risks involved in using Social Recruiting?
On the one hand, social recruiting makes it possible to stay connected with passive candidates. On the other hand, it poses particular risks that come uninvited.
- Biased Recruiting
One of the main disadvantages of relying only on social media is that recruiters may get their opinion biased by what they see. For example, social media profiles may also hold the candidates’ pictures and mention their religious views or culture/country. Getting judgemental about the candidates’ personal opinion may turn the odds against them.
Also, suppose there is a talented woman who has all the qualities desired by the company, but she has declared her pregnancy on social media. Most of the recruiters would avoid taking her on board, thinking that she would be going on maternity leave soon. Unmindful and unconscious bias profoundly impacts hiring decisions.
- May turn you a victim of discrimination.
If a company plans to hire solely using social media, it may leave the company open to allegations of discrimination by the candidates. Candidates or applicants could claim that the recruiters must have seen their religion, ethnicity, gender, or other personal information while making the decision.
It may not be accurate, but it takes a second to make assumptions and perform false allegations regarding their discrimination in the hiring process. The candidate can even file a lawsuit against the company.
For that, the company should have a clear screening and hiring policy that has proper documentation about what to look in the social media profiles.
How to get things right for social recruiting?
Social media verification check is equally important as verifying the references given in the resume. The best way is to perform social media verification is in the final rounds of the interview or after making the offer. Include a verification clause in the offer and keep the clause contingent on the confirmation.
A standard screening process should be established that demonstrates the entire social media hiring sourcing and screening cycle. It should also enlist how to make the hiring decisions objectively as per the job description criteria. Another option is to hire a third party to perform all the social media and other background checks.
Read More: How online ATS change the recruiting game?
However, online ATS is the best alternative to social media screening. It helps the recruiters to stay focussed on the job-related data only. An online applicant tracking system has already become the lifeline of small businesses. Small company ATS features and tools allow the recruiters to look beyond resumes and help the recruiters hire best-of-the-best.
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