Social media is one of the most popular platforms humans use to communicate with one another in today’s world. While most social media users are individuals looking to keep up with the latest news, maintain a grasp on what their loved ones are doing, or simply communicate with others, businesses and other organizations also use social media to beef up their performance.
Organisations are also increasingly leaning on social media to screen applicants for job openings. Looking at social media profiles is remarkably cheaper than paying for background checks or soliciting references to contact from applicants.
Here’s a look at some tips that every employer should practice in their efforts to hire new employees.
Search through social media platforms the same way, every time
Most people that are active on one social media platform have at least one other account on a different social media platform. However, not everybody employs the same portfolio on their social media platforms. Guessing which web pages applicants maintain profiles on is impossible to get right every time, let alone the majority of the time.
Businesses need to look through the same social media sites for every applicant’s social media background check, even for job searches for different positions. Doing so makes sure that everyone is treated fairly, even if employers are being careful not to look at anything associated with protected characteristics related to hiring under United States law.
The people hiring shouldn’t look for social media profiles
As long as your business has more employees than just yourself, you should always delegate the responsibility of looking through social media platforms for applicants’ profiles.
The idea behind this states that people responsible for making decisions on who actually gets hired are more likely to discriminate against applicants than when such responsibilities are segregated.
Screen out anything and everything associated with protected characteristics
In today’s world, being politically correct is arguably more important than ever before. Whoever’s responsible for screening applicants’ profiles should take note of everything on their pages outside of gender, sexual orientation, and the like.
When high-level managers responsible for making decisions are able to see applicants’ pictures – or any such characteristic of their applicants – it’s possible for them to discriminate against applicants.
To be as safe as possible, screeners – whether that’s your business’ own employee or an independent organisation like social media screening organisation Fama – should hide the applicants names, or at least replace them with monikers such as “John Doe,” or something that doesn’t convey one’s race or ethnicity.
Although these precautions might seem overkill, they should be taken by all businesses in today’s world of sensitivity.
If you find a reason to not hire someone, document it well
Although most hiring managers will never knowingly discriminate against job applicants and eventual hires, some will. As such, people that aren’t awarded positions could argue in courts of law that they weren’t brought on board because of discrimination related to protected characteristics that they possess. If your screener finds that reason not to hire someone, make sure that they document it in at least two places.
Disclosure: This is a sponsored post