The modern world is characterised by expanding business-critical data with organisations leveraging the same using artificial intelligence (AI) to deliver smarter and efficient hiring decisions. The concept of a paper-based resume is now obsolete as the digital revolution sweeps across the globe and job seekers, particualrly Millenials, are largely present on social media platforms. Some recruiters are now following a candidate’s digital footprint for exploring their skills and capabilities online.
Social media screening is a process whereby hiring managers browse through the social media profiles of applicants to obtain relevant insights that may help in forming a decision around the candidate’s suitability for the position in place. It may be carried out before or after the short-listing has been done.
Why trawl through Social Media?
Well, According to CVCheck Limited (ASX: CV1), the leading online integrated screening and verification company, social media screening can convey some positive information in support of the hiring process and help in the assessment of an applicant’s-
- Expertise, i,e. supplementary clues about a candidate’s professional qualifications and experience for the role.
- Organisational fit
- Soft skills
While there is a goldmine of data to be gleaned from a candidate’s online activity, a number of shortcomings are associated with stalking applicants on social media. Since these are informal platforms, employers may occasionally find information such as inappropriate photos, videos, poor communication skills, that may negatively affect a person’s candidature. Besides, most commonly, online behaviours of people are misleading and vary from Facebook to LinkedIn. Learning about the personal attributes of a candidate can feed unconscious bias into the hiring process.
Regardless of the pros and cons and the fact that most candidates can be easily be found on social media platforms, the screening through the same is here to stay. CVCheck suggests that if an organisation is already employing the practice, it may consider the following measures to not fall victim to information that is misleading, causing rejection of a deserving candidate.
- Adopting a step-by-step documented approach to social media screening (in alignment to an organisation’s policy or values) which may include pre-informing the candidate of the recruiter's intention to review their online profiles.
- Assisgning a non-decision maker to screen the profiles and check through the information that is pertinent to the role in place.
- Considering the nature of the platform on which something is posted and taking everything with a grain of salt.
- Outsourcing pre-employment verification from a third party to avoid any bias.
CVCheck’s take on Social Media Checks
CVCheck’s Comprehensive Suite of Checks
More on the Checks may be READ here.
In a recent blogpost, CVCheck specified that although social media in background screening is currently a hot topic, many organisations are still cautious of the same. CVCheck is committed to providing accurate candidate insights through an exhaustive pre-employment screening; however, the company, after a thorough research and discussions conducted with experts conluded that the limitations of social media screening outweigh its strengths.
On the other hand, as a fast-developing player in the HR tech space, CVCheck acknowledges that formalised social media screening product is increasingly becoming commplace and part of the smart candidate information verification solutions. However, the company is also aware of the hidden pitfalls, potential biases, and legal traps associated with this approach.
Accoriding to CVCheck, a few governments around the world, including the United States, are already offering social media checks to veto foreigners applying for US work/study visas. The European Union, on the other hand, is still averse to the idea and recommending its businesses to refrain from such a practice.
After thorough assessment of the present technology available for conducting social media checks, CVCheck has concluded that the company is not convinced that the results revealed from the same would accurately reflect the character of a candidate, or lead to better hiring outcomes plus it does not have any fomalised legal framework in place.
For more information, please visit: Checkpoint blog
Read here: CVCheck’s September 2020 Quarter Highlights
CVCheck has a market capitalization of around AUD 49.67 million with ~ 292.2 million shares outstanding. On 6 November 2019, the CV1 stock settled the day’s trading at AUD 0.160. CV1 has also delivered positive returns of 240% on a YTD basis, 41.67% in the last six months and 21.43% in the last one month.
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