Job recruiters circumvent traditional methods when pursuing a job candidate with a few taps on a keyboard. The old methods involved an advertisement, a short list of candidates to interview and a list of their best references.
Now, recruiters use a more cost-effective approach to find and screen top job candidates: social media.
In fact, CareerBuilder, an online job site, produced a recent study that found more employers are using social networking sites like Facebook, LinkedIn and Twitter to learn additional information about job applicants.
Nearly 39 percent of employers it looked up information about job candidates online; yet, within that amount nearly half of these employers found information that led them not to hire a candidate. This information included provocative and inappropriate photos. On the other hand, almost one in four employers found information that influenced their decision to hire the candidate, such as a professional-looking profile.
Social media gives employers the opportunity to peer into an individual’s personal life. This glimpse has consequences. Employers who rely on the information found on social media to make hiring decisions are opening themselves to an array of legal troubles and headaches.
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