Access Exclusive, Trusted HR News & Resources >>> New Professional Members Save $20 Today
We asked HR professionals to tell us about their time in HR. Here are their stories.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Set yourself up for success with virtual SHRM-CP/SHRM-SCP Certification Prep Seminars.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
LinkedIn remains the most popular site for recruiting and screening candidates, followed by Facebook and Twitter, respectively.
HR professionals most commonly target candidates at the nonmanagement salaried and director/manager-level (87 percent and 80 percent of respondents, respectively) when using these sites to recruit candidates. They also, to a lesser degree, use these sites to screen candidates at those job levels.
Among organizations that do not use social networking sites to recruit or screen candidates, about one-half of respondents said they don’t use these sites as a recruiting tool, and three-fourths said they don’t use them to screen candidates because of legal concerns or fear of discovering information about protected characteristics such as age.
In terms of screening candidates, 63 percent of respondents questioned the information’s relevancy to a candidate’s work-related potential. When it comes to recruiting, slightly more than a quarter of respondents (26 percent) questioned the veracity of candidate information found on social networking sites.
SHRM conducted the survey from Feb. 25 through March 8, 2013, with 651 of its members whose job encompasses recruiting and staffing. Most respondents (62 percent) were at organizations with 500 to 24,999 employees, and the highest percentage (39 percent) was at privately owned for-profit companies.
Among key findings:
*80 percent of respondents use the sites to find passive job candidates. Other uses include posting information or participating in a discussion, looking for active candidates and creating web pages for their organization.
*77 percent use social networking sites to recruit candidates, up from 56 percent in 2011.
Publicly and privately owned for-profit organizations are more likely to use these sites than nonprofit and government organizations.
*69 percent of respondents use these sites to target candidates with a specific skill set, closely followed by 67 percent that use them to increase employer brand and recognition.
*57 percent do not have any kind of policy—formal or informal—on using social networking sites to screen candidates. Privately owned for-profit and government organizations are more likely than publicly owned for-profit organizations not to have such a policy.
*72 percent (about the same percentage as in 2011) do not plan to implement a formal policy within the next 12 months on using social networking sites to screen job candidates.
Use Social Media Smartly When Hiring, SHRM Disciplines, Technology, March 2013
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Refer a Friend to SHRM
SHRM’s HR Vendor Directory contains over 3,200 companies