Many organizations are using social media data in hiring, but is it a good idea?
A majority of U.S. organizations report utilizing social media as an official part of their hiring process, and more may be using it casually.
On one end of the spectrum are recruiters and hiring managers who sometimes take a quick peek at a candidate’s social media profile and posts. At the other end of the spectrum are automated web scraping and social media background check services that are an official part of evaluating every candidate.
But current science doesn’t back up social media’s validity as an effective tool for hiring. In fact, when recruiters view candidate profiles on Twitter, Facebook, LinkedIn, and other social media apps, they’re using a tool that exposes their organization to bias and isn’t proven to contribute to smarter hiring decisions.
- • What predictive power social media provides recruiting teams
- • How using social media in hiring can introduce bias into your process
- • How candidates feel about the use of their social media in hiring
When choosing any technology to support hiring, including social media, it’s essential to understand its relation to job performance.
Don’t wait a minute more to understand how using social media could bias your hiring decisions. Learn how high-quality data is your path to high-quality hiring decisions.
Want to find out more? Read the companion report here.
This program is valid for 1 PDCs toward SHRM-SCP recertification.
Eric Sydell, PhD
Daly Vaughn, PhD