Should Businesses Be Able To Use Facebook and Twitter Searches To Hire Someone
Today, social media plays a major role in the process of job searching. Employers use sites such as Twitter and Facebook to get an idea of who people are outside the interview or cover letters. Social media has become a primary device of communication and since that communication is public, managers and recruiters are getting tuned in.
Yes, Businesses should be able to use Facebook and Twitter Searches to hire people. This is because it is important for employers to know if the jobseekers present themselves professionally in private. It is also important since managers get to know whether the candidates are okay for the company culture and it is also a way to learn more about their qualifications. There are other employers who would like to know if candidates are well rounded and this is possible via social media (Pederson & Thibault, 2014). Through social media searches, there are employers who have found information which has made them not to hire a candidate. This could be as a result of inappropriate photos and information that is posted on their profile.
From another point of view, businesses should not use social media to hire people. This is because it could be unfair for persons that take their social media less seriously and are not formal when posting photos or information there (Harrison, 2006). According to this argument, businesses should therefore stick to using CVs and interviews as means of analyzing their candidates.
Job seekers should build strong social networks and work on creating profiles that do a good job in representing their experience and skills in the workplaces. So, should businesses be able to use Facebook and Twitter searches to hire someone? Yes, since it provides more information on whom the candidate really is and whether he/she is fit for the job.
In Pedersen, P. M., & In Thibault, L. (2014). Contemporary sport management. References
Harrison, J. L. (2006). Employer and recruiter use of social networking websites as a candidate screening tool.