In order to close the conversation of corporate e-recruitment process, it is important to mention why the companies do it. As we’ve seen there are many cons to being screened for a job position through social media. But at the same time, e-recruiting holds a lots of benefits for the companies who are hiring. It offers great advantage for applicants that would like to work out of town or in other countries in order to land their dream job. Here I share with you all a list of benefits that any company doing e-recruitment will find.
- E-recruiting is 30% faster than traditional recruiting (Melanthiou, Pavlou & Constantinou, 2014).
- E-recruiting is 9 times less than the cost of traditional hiring (Melanthiou et al., 2014)
- The pool of applicants widens (Melanthiou et al., 2014).
- E-recruiting helps brand image indirectly. By promoting the company image through e-recruiting it shows a more flexible and innovative company. One that many young talents and passive employees can tap into if their skills go with company requirements (Melanthiou et al., 2014).
- Attraction of computer literate applicants that embrace the technology (Melanthiou et al., 2014). This is an important aspect because many companies want to have employees who accept change and help the company grow. With more traditional employees, these technological changes might become a learning challenge.
As we can read e-recruiting comes a positive process for companies. It helps each company reduce cost while widening the pool of applicants. Something that with traditional hiring couldn’t be done. Nevertheless, companies need to keep an eye in this process in order to keep it a positive one. In the post before I shared the risks and legal effects that the e-recruiting process can have on the applicants and companies. These risks were important to name out because many companies don’t know that they are committing unlawful acts when they screen applicants. At the same time it gives the applicants the tools needed to polish their profile towards a more professional look. Either way, I’m going to share with you all 6 steps that Andrew Hazelton and Ashley Terhorst (2015) mention as solutions to keep the process on the benefit side more than on the unlawful side.
- Develop policies regarding appropriate and inappropriate uses of internet searching.
- Base the use of internet selection purposes on recommendations from a job analysis.
- Conduct a risk-benefit analysis to determine if the legal risks of using internet screening media to assess applicants outweigh the potential benefits.
- Standardized assessments of internet screening media and use multiple raters.
- Verify the accuracy of information obtained from the internet screening media.
- Disclose the potential use of internet screening media for selection decisions to applicants. (Hazelton and Terhorst, 2015, P.58)
I believe that companies should adapt to these recommendations in order to make the e-recruitment process free of biases and/or lawsuits. It is no secret that e-recruitment is here to stay and will most-likely evolve into a more successful process. Jonathan A. Segal (2014) argues that social media is no longer a cutting-edge technology it now a mainstream technology. Which is why “HR” shouldn’t be ignoring these facts. Segal (2014) argues that the number of companies that search for online applicants through social media has declined a 34% since 2008. It is because most companies are scared to land lawsuits from wrongfully screening applicants. Segal (2014) mentions other 7 strategies that will keep companies out of lawsuits. These are:
- Never ask for password to any social media account (Segal, 2014).
- Let HR do it – If you are a manager of a company, let HR go through the accounts that way they know what they can count as a skill or not (Segal, 2014).
- Look later in the process- Very the social media account after the interview process (Segal, 2014).
- Be consistent (Segal, 2014).
- Document decision (Segal, 2014).
- Consider the source – focus on what the applicant writes not in what others write about him or her (Segal, 2014).
- Be aware that other laws apply- For example, if you use a third party to do social media screening, the company will most likely get a lawsuit from federal Fair Credit Reporting Act (Segal, 2014).
As we can see there are many benefits and risks that lie behind the e-recruitment process. But if the process is done the right way the results will be empowering and might end up in having a great employee that most likely will help the company evolve. The fact that many companies are scared to screen applicants is because this subject is still under the rug, it hasn’t surfaced. Maybe because there aren’t cases out there where applicants have found out that they’ve been rejected based on their social media. Or maybe because there is not a lot of information for them to feel confident to take on this new process. Either way, companies need to have their eyes open towards any possibility of being unlawful. If more people begin talking about this subject and trying to find ways to perfect it, I believe this will be an enlightening process for every applicant out there.
Do you share my belief? If companies are educated in the ways of properly screening a social media’s applicant, will it change the way e-recruiting is seen? Will it still cause fear or confidence? Tell me what you think! Don’t be shy!
⇒⇒⇒Want to know more? Here, follow my references!⇐⇐⇐
Hazelton, A. S. & Terhorst, A. (2015) Legal and Ethical Considerations for Social Media Hiring Practices in the Workplace. The Hilltop Review: Vol. 7: Iss. 2, Article 7. Retrieved form: http://scholarworks.wmich.edu/hilltopreview/vol7/iss2/7