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Tips and tricks for using social media in your talent recruitment efforts What HR needs to know about social media and background checks Best practices for social media in recruitment and employment screeningTRANSCRIPT
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Best Practices for Social Media in Talent Acquistion and Background Screening
Phone #: (909) 259-0012 Access Code: 310-965-552 Technical issues? Email [email protected]
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How To Interact Today
Today’s Presenters
Rachel Bell Director of Marketing
HiringThing.com
Ted Moss CEO
Crimcheck.com
Today We’re Going To Cover:
How to leverage social media to find great talent.
And how to use social media in background
checks.
Rachel Bell Director of Marketing
HiringThing
Social Media and Talent Acquisition
You’ll Need a Social Media Plan
Build a Foundation
Company Guidelines
Find Candidates On Social Media
Evaluate and Modify Process
The Hiring Landscape Is Changing.
Today over 90% of companies use social media for recruiting.
§ 77% of job seekers expect to see a company career site § 94% say employers should present themselves on at
least one social or professional platform § 61% expect employers to have a Facebook career page § More than half of job seekers look for a company page
on LinkedIn
Why You Need A Social Media Presence
Highlight Your Company’s Features
Showcase Your Work
Put a Spotlight on Your People
Show Off Your Culture
Brag About Unique Benefits
§ If you’re being social in recruitment, you want to consider how open you are to letting employees use social media at work
§ Your company’s recruitment strategy should reflect the policy. You don’t want to give candidates the wrong impression
§ Have a clear process for employees who are participating in your for social referral program
§ Track and measure which sources work best to attract quality candidates
Be Open to Internal Social Media Usage
Three Tips For Finding Candidates On Social Media
1. Use LinkedIn, Twitter and Facebook to find passive job seekers
2. Ask your employees to reach out to their networks
3. Use targeted groups, communities and hashtags to get found
Evaluate and Modify the Process
Set key performance indicators
Record and analyze data
Get feedback from candidates
Ask for employee input
Ted L. Moss, CPP CEO Crimcheck.com
Social Media and Employment Screening
Social Media : Pre-Hire
of hiring managers used social networking sites when screening applicants
Social Media : Pre-Hire
Pros - Risk Management - Negligent Hiring Mitigation
• To ensure that there are no ”alarm bells” -Negative Comments about previous employer -Violent Tendencies
*What if the candidate had openly violent comments on social media and you did not make even a casual search?
Should I check out an applicant’s Facebook, LinkedIn, or other social media or internet sources?
Social Media and Employment Screening
The Employer’s Responsibility
What if negative information is out there on public sites, and you didn’t check? What can be found in a simple Google search? Is it relevant?
Social Media and Employment Screening Should I check out an applicant’s Facebook, LinkedIn, or other social media sites?
Cons - Potential Discrimination - Misjudgments
• Title VII - Finding out more than you need to know • Accuracy - Who is generating the content? Can it be
validated? • Legislation – increased laws prohibiting password
requests
Social Media and Employment Screening
What can you find out when viewing someone’s Social media pages?
Protected Classes Sex Religion Sexual Orientation Age Race Disability
Social Media and Employment Screening
Password Requests: Password Demand laws are being passed in many states How do you want to be viewed as a potential employer? Who do you want to attract?
Gen Y and and Millennials are sensitive to these requests
Best Practices for Social Media Screening
Have a written policy
Don’t ask for Passwords
No Searching until candidate is in final stages of interview
Keep the researcher
separate from the decision
maker
Best Practices for Social Media Screening
A screening policy should address: (this is just the tip of the iceberg) -Who -When -Adverse Action -FCRA legislation -Your state’s and industry laws and requirements -EEOC recommendations job relatedness use of criminal records in screening -Social media screening
Have a screening policy in place which included social media screening (SHRM has a good example)
Best Practices for Social Media Screening
Don’t ask for passwords
It’s invasive, frowned upon, and with all the new
legislation pending, will probably be illegal nationwide soon.
Best Practices for Social Media Screening
Search only after initial in-person meeting when the interviewee is a viable candidate to avoid accusations of discrimination
Don’t search the internet until the candidate is in the final running; or at the time of running the background check
Best Practices for Social Media Screening
• An HR person not involved in the decision making process • A legal team member • Other uninvolved employee • Third Party Provider Also, make sure they follow specified guidelines about what you are looking for: • Violent comments • Illegal drug use • Badmouthing current/past employers
Utilize an uninvolved third party to do the research
Crimcheck.com Headquartered in Strongsville, Ohio, Crimcheck.com is one of the leading
authorities in the employment screening industry.
Crimcheck partners with HiringThing to give customers the ability to order, manage and track background screening components for job candidates right from their HiringThing dashboard. A recent Crimcheck client survey shows that on average, our clients see the following results compared to their previous screening vendor with our help: Call 877-992-4325 to speak with us about a custom designed screening program for your company.
1. 36% reduction in bad hires 2. 30% reduction in employee turn-over 3. 32% reduction in absenteeism, theft and fraud 4. 18% decrease in the turn-around time of their background reports
Overview of HiringThing Easy to use software that helps companies hire
Fast, affordable solution for getting job openings filled
Fully customizable –hire the way you want to
Questions?