Introduction
The article summarized in this paper discusses the use of social networks by companies to research potential job candidates during the hiring process. The article covers two main points, namely why managers use social media during the hiring and the qualities they look for in job applicants (Hunt, 2012). I think the writer is right in stating that first impressions matter a lot during job interviews. The way an applicant presents himself/herself during an interview is a direct expression of how they will present themselves on the job. The fact that 37% of hiring companies us social networking sites to research job applicants is an indication of the extent to which social media plays a key role in Human Resource practices (Hunt, 2012).
The article highlights that the companies that do not use social media either plan to start using it or prohibit its use in their workplaces. The use of social media to screen job candidates is a common practice among many companies because of the online presence of many people. What they post on their profiles helps employers determine their characters, personalities, and behaviors.
HR Survey and Social Network Screening
The survey was conducted among hiring managers from different companies in order to generate standardized results that represent different sectors. This implies that the results of the survey are a fair representation of Human Resource practices in hiring in contemporary society. Social media is an inevitable part of life. Therefore, it is appropriate to include it in critical matters such as HR hiring practices. The use of social networking sites to screen candidates is fair and necessary because of many reasons. It helps companies to determine the professionalism of candidates, to evaluate their ability to fit into the organizational culture of a company, and to find the nature of a candidate’s personality.
This practice is advantageous because it helps companies get access to information that exposes the real characters and personalities of job applicants outside the interview sessions. For instance, many people post provocative, discriminatory, and false information on their profiles without the knowledge that that information could tarnish their names. Access to this information by hiring companies helps them to determine whether certain candidates are fit for the job they apply for. The article reveals that hiring managers have found both positive and negative information on social media that has helped them to make hiring decisions. Positive qualities include creativity, professionalism, positive personality, and possession of excellent communication skills. The article presents facts that could be used by job applicants to impress hiring managers.
Conclusion
The use of social networks to screen job candidates has a major weakness and could lead to bad decisions. A lot of the information found on social networking sites is not authentic because many people create fake profiles and input false information. Therefore, it is difficult to determine the authenticity of the information found on certain websites. On the other hand, some people create sham profiles of other people for the sole purpose of tarnishing their names. They post information that presents them in a bad light and, as such, tarnish their reputations. It would be unfair for a hiring company to use such information to evaluate and determine the personality and character of a job applicant.
This practice is useful because it encourages individuals to develop and maintain positive habits with regard to their use of social networking sites. It encourages discipline and responsibility. Even though it has been used to tarnish the names of people, social media is an important platform for people to express themselves and create advantages that could be important during hiring processes.
Reference
Hunt, R. (2012). Thirty Seven Percent of Companies Use Social Networks to Research Potential Job Candidates, According to New CareerBuilder Survey. Web.