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When using social media to find employees, include the hashtag with a keyword in your tweet and it will be instantly searchable. Examples of hashtags you might consider using: #job, #jobpost, #employment, #recruiting, #hiring, #career, #staffing, #salesjob, #NAJ (that is Twitter lingo for ‘Need A Job?
Does your job check your social media?
The short answer is yes. It is completely legal for employers to check employees’ social media profiles. Some states even allow employers to solicit social media usernames and passwords from their workers. In general, state and federal privacy laws dictate what employers can and cannot ask for.
How do jobs see your social media?
91% hiring managers used social networking sites to screen prospective employees. 76% looked at Facebook accounts, 53% checked Twitter, while 48% assessed LinkedIn profiles of the candidates. Snub the hiring process right in the bud if the candidate doesn’t seem like a good fit.
Or scope. Or scour. According to a survey by CareerBuilder, a full 70 percent of employers “use social media to screen candidates before hiring.”
How do I find a job candidate?
How to source candidates on job boards
- Search resumes online.
- Use sourcing tools.
- Find relevant job portals for your role.
- Consider non-traditional job boards.
- Put your company on the map.
How do you source candidates using social media?
How to Recruit Talent Using Social Media
- Participate in the Conversation. People on social media are continuously talking about something.
- Create Quality Content. Ensure that your content does not come across as spam.
- Involve Every Employee. You should encourage your employees to share job openings.
- Target Niche Networks.
The CareerBuilder study found that 58% of employers conduct social screenings to look for information supporting a candidate’s qualifications for the job – 50% want to ensure the candidate has a professional online persona, and 34% want to see what other people are posting about the candidate.
Why do employers check social media?
Social media is used by potential employers to check job applicants’ qualifications, assess their professionalism and trustworthiness, reveal negative attributes, determine whether they post any problematic content and even assess “fit.”
How do background checks check social media?
A social media background check is when an employer reviews a candidate’s social media profiles to see whether he’d be a good hire. It’s usually done near the end of the hiring process, and can reveal information that you can’t find in traditional screenings.
Here’s how to prepare your social media account for a job search, after following the exploratory steps above.
- Maintain Consistent & Professional Profile Photos.
- Watch What You Post.
- Post the Right Things.
- Show Your Expertise.
- Share Your Personality.
Can you look at social media before hiring?
It is completely legal for small business owners to check public social media platforms of job candidates, but checking anything beyond public social media accounts is a grey area. Also, it is important that social media background checks must have the full Fair Credit Reporting Act (FCRA) compliance.
How do I find a job applicant online?
Where and How to Find Qualified Job Candidates
- Job boards and job search engines. Large job boards such as Monster.com and CareerBuilder.com offer searchable databases to help applicants filter job descriptions and postings from employers.
- Social networks.
- Referrals from friends and colleagues.
- Recruiters and agencies.
You can search a candidate by his or her name, email address or phone number and find all manner of things about the person. Pipl scours databases and indexes and returns photos, publications, blog entries, donations, social and professional networking profiles and several other sources that normal search engines don’t touch.
What should an employer look for in a social media profile?
For this reason, employers should look only at content that is public.Have HR do it. It is best if someone in HR, rather than a line manager, checks candidates’ social media profiles. The HR professional is more likely to know what he or she can and cannot consider.
What happens if you use social media to screen job applicants?
If you plan to use social media screenings as part of your process, you may find a candidate accusing you of discrimination under Title VII of the Civil Rights Act. A person could claim you saw his or her ethnicity, religious affiliation, or other protected information and used that information in your decision making.
Several US states have social media laws in place that restrict employers from asking the job applicants or existing employees from sharing their login credentials or private information. But hiring managers and recruiters are free to check the information and photos of anyone which is available in public domain.