Social media is playing an increasing role in human resources, especially when it comes to engaging the public and recruiting new employees. According to Business 2 Community, the many different platforms for communicating such as Facebook and LinkedIn can make hiring even easier. A simple job description and a link to a position opening is a great way to get a company noticed by individuals who wouldn't otherwise visit a company's website.
It's also great for human resources solutions since the hiring department may also view a prospective candidate's social media accounts to see whether they'd be a good fit or not.
Platforms such as Google+, Facebook and LinkedIn are great ways for human resources to find someone who might be right for a job opening but isn't an active candidate, according to Forbes. Sending that person a message along with information on the position could get him or her to switch jobs to your firm.
Advertising job openings via social media also cuts down on legwork and expenses since human resources can simply post openings for free online instead of taking out a classified ad like in the old days.
According to The Society of Human Resource Management, using social media for hiring purposes is the new norm as a 2013 study from the trade publication showed 77 percent of companies used social networking websites to recruit employees.
If a human resource department does use social media to recruit, it should be wary of the risks involved. The same survey by the SHRM found that 74 percent of respondents were also concerned with the legal risks involved in using LinkedIn, Facebook or other websites to assess a potential job candidate. According to the SHRM, employers can learn a job prospect's age, race and health issues by searching for the person online, which is information they cannot take under consideration when hiring or passing on a candidate.
Some employers choose to avoid social media when it comes to the hiring process, CGMA Magazine reported.
"I don't look at [candidates] on social media," Robert Blumberg, an employment lawyer for Littler Mendelson PC, told CGMA Magazine. "I could. I affirmatively choose not to, because I don't really want to know that information. I think there are too many dangers. There are too many things that you shouldn't know and shouldn't be part of the hiring process."