Social networks help people to get jobs: employer survey
Careerbuilder.com has just launched a survey which says that 22% of hiring managers use social networks to screen candidates. The report emphasizes the downside for applicants, saying that one third of hiring managers rejected candidates based on what they found, including drug and alcohol use, inaccurate qualifications, links to criminal behaviour and so on. That’s the stuff that gets the headlines.
Less prominent in the report is that 24% of hiring managers found content on social networks that convinced them to hire a candidate, including solid references and a professional image.
Using social networks to get additional information about candidates is a no-brainer, and think it’s an indictment of the profession that just one fifth of hiring managers use an obvious source of information about applicants. It also should be very obvious to anyone with half a brain today that their social network profiles will be looked at when they’re applying for jobs.
Of course using social networks in screening is just one possible use for social networks in the hiring process. Even the CIA has been using Facebook for recruitment for well over two years, well after leaders in the space such as Ernst & Young (see EY’s Facebook careers page , which has over 18,000 fans (Facebook login required).
Future Exploration Network and IBM are running a Social Network Strategy Executive Roundtable this week for top executives of major organizations. We’ll release a report on the discussions, which will give some great insights on how these and other aspects of social networks in the enterprise are viewed by senior management. The report will be available here in a couple of weeks.
Good point Ross. Like they say, lies, damn lies and statistics :-) Will be interested to read the results of the roundtable with IBM — we’re doing something similar with our clients.
Good point Ross. Like they say, lies, damn lies and statistics :-) Will be interested to read the results of the roundtable with IBM — we’re doing something similar with our clients.
Ross is right with the “no-brainer” comment. Recruiters are tasked with finding best-fit talent and social networks provide the information recruiters need to increase their chances that a potential candidate will excel, not simply succeeding in specific requirements/duties but also thriving in a company’s culture, team dynamic and departmental work style.
Unlike previous generations, GenY is completely comfortable broadcasting their lives. Maybe it’s youthful vitality mixed with ignorance of the “real world” but, the fact is, they are not likely to change just because “boomers”question the validity of our new communication styles. Yes, I expect the MySpace Generation to start using some commonsense and increased discretion as they move through their twenties but social broadcasting is to ingrained in the fabric of our generation to go away.
We are encouraging job seekers to privatize their Myspace/ Facebook profiles and promote their work persona with tools like a digital Live Resumes on professional networks and social recruiting sites like Zumeo.com.
GenY is a great group, technologically talented, independent minded and fun. With baby boomers retiring and at three times the size of GenX, they truly are the future face of all organizations.
Paul, yes let’s speak soon.
Yes Mat, absolutely, generational change certainly is inevitable, and in this case the extent to which the environment they have grown up in is different really does give them a distinct outlook that will not degenerate back as they grow older. I’ve seen the way organizations and executive attitudes have changed over the last decades, and look forward to more change :-)