Along with the vast technology information development, employee recruitment system makes use of social media to recruit potential candidates. Curriculum Vitae and application letter will always be the main administrative requirement during job application process, but the jobseeker must know that there are something else that becomes consideration to the HRD on recruitment process, such as, the personality of candidates which can be seen through their social media. This recruitment method, by doing background checking, has been done by startup company such as LINE, State Electricity Company (PLN), even on scholarship program.
45 percent of recruiters were reporting to the CareerBuilder survey that they use social media to filter potential employees. From what they find while doing online background check on candidates, 29 percent using Facebook, 26 percent using LinkedIn, 21 percent using MySpace, 11 percent using Blog, and 7 percent follow candidates on Twitter.
18 percent of recruiters said that they found content on social media that encourage them to hire the candidates. These are things that make them to do so:
- Profile that have good personality impression and fit into organizational – (50 percent)
- Profile that supported by the candidate’s professional qualifications – (39 percent)
- Candidate is a creative person – (38 percent)
- Candidate shows solid communication skill – (35 percent)
- Candidate has good inner circle of friends – (33 percent)
- Other people give good reference about the candidate – (19 percent)
- Candidate has received awards – (15 percent)
Otherwise, there are many jobseekers do the opposite and feel careless about all content they posted online. 35 percent of recruiters reported that they have found content on social media which caused them to not hire the candidate:
- Candidate posts a provocative or inappropriate photo or information – (53 percent)
- Candidate posts content about them, drinking alcohol or using drugs – (44 percent)
- Candidate complains about their previous bosses, partners, or clients – (35 percent)
- Candidate shows bad communication skill – (29 percent)
- Candidate make discriminatory comment – (26 percent)
- Candidate lies about their qualifications – (24 percent)
To prevent the recruiters from ignoring you after do online screening on your account. You need to build positive imagery on your social media. Here are five tips for jobseeker to keep their online imagery positive:
- Before looking for a job, delete all photos, contents, and links that could make you look bad for the recruiters
- Be considerate to make your own professional group on Facebook or else. This is a good way to maintain relationship with your boss, recruiters, and potential reference
- Keep focusing on positive content you posted, either related to your personal and professional information. Make sure to highlight certain achievement during the job or outside the job
- Be selective on accepting friend requests. Do not forget that anybody else could see your friends while looking for you. Take a look on comment that somebody makes on your account and consider using ‘block comments’ feature. Even better if you set your profile into ‘private’ so just certain friends could see it
- If you still work on a company but looking for another job, do not tell anyone about this on Twitter or your social media status because there are some people who get fired by doing this. [Irzha]
Source : careerbuilder.com