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Ähnlich wie Tweet This Job - Best Practices for Social Media in Talent Acquisition and Candidate Background Checks
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Tweet This Job - Best Practices for Social Media in Talent Acquisition and Candidate Background Checks
- 1. AND PRESENT Tweet This Job! Best Practices for Social Media in Talent Acquistion and Background Screening Phone #: (909) 259-0012 Access Code: 310-965-552 Technical issues? Email support@hiringthing.com
- 2. Type ques)on here Type your comments and questions here any time during the webinar Raise your virtual hand to ask an audio question at the end How To Interact Today
- 3. Today’s Presenters Rachel Bell Director of Marketing HiringThing.com Ted Moss CEO Crimcheck.com
- 4. Today We’re Going To Cover: How to leverage social media to find great talent. And how to use social media in background checks.
- 5. Rachel Bell Director of Marketing HiringThing Social Media andTalentAcquisition
- 6. You’ll Need a Social Media Plan Build a Foundation Company Guidelines Find Candidates On Social Media Evaluate and Modify Process
- 7. The Hiring Landscape Is Changing. Today over 90% of companies use social media for recruiting.
- 8. § 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
- 9. Highlight Your Company’s Features Showcase Your Work Put a Spotlight on Your People Show Off Your Culture Brag About Unique Benefits
- 10. § 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
- 11. 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
- 12. Evaluate and Modify the Process Set key performance indicators Record and analyze data Get feedback from candidates Ask for employee input
- 13. Ted L. Moss, CPP CEO Crimcheck.com Social Media and Employment Screening
- 14. Social Media : Pre-Hire of hiring managers used social networking sites when screening applicants
- 15. 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?
- 16. 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?
- 17. 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
- 18. 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
- 19. 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
- 20. 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
- 21. 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)
- 22. 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.
- 23. 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
- 24. 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
- 25. 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
- 26. 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
- 27. Questions?