The media in human resources: An Interview with Johnny Taylor Jr.
The social networking sites like Facebook, MySpace and Twitter, to name only a few, have become recruiting secret weapon for employers. Recruitment of more and more people are using these sites to gain a better understanding Personality and life potential candidates that could positively or negatively influence their position in the organization.
Johnny C. Taylor, President and CEO of RushmoreDrive.com, shared with Human Resources IQ how employers looking talents can best benefit from the use of these media.
What is your opinion on employers who use the networks such as Facebook as a recruitment strategy and do you think it is a violation of privacy?
As I said in the previous settings, I have no problem with entrepreneurs to explore social networks for information about a prospective employee. It's more of a path that can carry out the collection of information on someone, as long as they check for any negative information and should not be considered conclusive.
This is not a privacy issue, in my opinion, because nobody has a reasonable expectation of privacy by creating an account on the Internet free and open and start volunteering at a window in their lives.
What goal that HR professionals have to delve into these social networking sites? What are you looking for?
Finally, employers try to increase chances of finding the right "fit" in the new organization (technical fitness authority and the cultural / instructions). Although I do forgive not search unauthorized in the life of the population (credit, criminal, etc.), I think it is entirely appropriate and just to collect information available to the public so easily found on social networks on the Internet.
How to influence these sites Social networking on the employer's decision to hire the candidates?
First, most human resources departments are not navigating social networks as a common part of their recruitment process. Although they cultivate (especially for college graduates) I would not call it a common practice. However, it is not uncommon for applicants and employers to conduct a quick search Someone Google before an interview.
For employers review sites social networking, learning something that is just one piece of information account of the hiring process. In other words, the results are one data point among many.
However, I know a situation where someone has been rejected as a candidate for a role when the potential employer found a photo of the candidate's Facebook page of it with very few clothes in a chariot of the Gay Pride. The employer believes that it became and against their culture.
As professionals human resources, recruitment strategies have been developed and evaluation of potential candidates. Some of these strategies involve and integrate social media as a tactic?
Yes, I have and continue to use the Internet as a whole in my process hiring. Visit social networks to find candidates (in search of HBCUs and Ivy League graduate) to conduct Internet searches to determine if they have published stories (good and bad) on a candidate before an interview, each time will integrate this technology into my process.
That to both employers and potential candidates in mind when using social media?
Employers should be aware that while online is not true. Therefore, it is essential and only attempt to confirm independently the veracity negative comments or information found in a social network. The applicants, their parents take to access their social network, all days it is not, threatening images, etc. Second, social networks can not hurt.
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