The use of social media in the shortlisting process
It has become the norm to visit and search the internet when we want to find out about someone. Generally, Facebook is the first place one would visit, closely followed by LinkedIn, Twitter and Instagram.
It has also become the norm for most companies to use social media to attract candidates. It has also become the norm for most companies to screen prospective candidates as part of their shortlisting process.
Recruiters need to use social media with prudence and discretion, as one can easily be led or misled by the information presented before him. All that is seen and read should be taken at face value. Also, one should remember that such information can easily be the cause for unlawful discrimination. An efficient way to avoid personal judgements and possible unlawful use is by having a policy which clearly states what is permissible and what is not.
Discrimination or bias on the basis of age, race, religion and political beliefs and/or opinions are more likely to happen through the use of social media. Therefore, the policy must provide guidance on what would constitute as discrimination. One way of avoiding the chances of discrimination to occur is for recruiters to ask colleagues, who are not involved in the recruitment process, to do the screening.
The choice of social media also comes into play. LinkedIn is considered to be a professional platform. Facebook and Twitter are more personal, an informal approach and networking of friends. Instagram will unlikely show any information related to work experience or qualifications. When sifting through these media, one must always put the information presented in its proper right context.
The policy may also state at what stage of the recruitment process should social media checks be done. Should it be used before someone is called in for an interview, or after their first interview? Should the interviewing team visit such profiles together? Should they discuss their ‘findings and views’ before interviewing? Whichever approach is adopted, it should be set as a standard. All applicants’ social media profiles should be reviewed at the same time.
As mentioned above, it is important to keep in mind that a candidate’s social media presence can portray a very different picture of the person to what we experience during the interview or at the workplace. Thus, to ensure we get a fair, unbiased idea of the candidate, we strongly recommend that social media should only be screened after their first interview, and only if shortlisted for a second interview.
Ultimately, it is equally important to avoid using social media to find ‘dirt’ on the candidates. It should be used find out relevant information about the candidate and how this would fit within the culture of the organisation. Social media should be used to reinforce their CV.
About the author
Maria Bartolo Zahra is Managing Director and HR Advisor at SurgeAdvisory. She has over fifteen years of human resources and business advisory experience.