In the modern era, social media is everywhere. It’s ingrained so much into our lives that people read Facebook like the morning newspaper. Most of us send a ‘Happy Birthday’ message online rather than sending a card through the post. Social media’s influence on the recruitment sector is no exception, especially as younger generations enter the workforce.
A staggering 73% of jobseekers aged 18 to 24 secured their current roles through social media. This signifies the shift in how job seekers and recruiters interact in the digital age, but what are the repercussions?
In the early days of social media, platforms like Facebook were primarily personal spaces. People could post freely without fearing that their online activity might impact their job search. Today, the average person visits 6.7 different social media accounts each month and shares much more of their life online than they may have a couple of decades ago.
Jobseekers may find themselves in a quandary. Free speech, the real ‘them’, the groups they join…could (should?) all of these be used as a filter or deciding factor when they’re looking for a new role (which almost everyone of working age does at some point)?
Should social media users forever ‘curate’ their online presence across every platform and tailor who they are in case of this eventuality? Should they have to consider how their online presence might be perceived?
Many X profiles (formerly Twitter) include disclaimers such as ‘these are my personal views’. However, depending on their posted content and opinions, this may not be enough to prevent a recruiter or employer from being unimpressed.
It's not just controversial views that are of concern, however. Nearly 20% of recruiters admit that participating in viral challenges or dances could negatively influence their hiring decisions. These viral dances might be seen by most people as harmless fun but, to many recruiters, they can be deemed unprofessional. Clearly, in today's interconnected world, your time outside of work could still fall under scrutiny. This raises questions about fairness and the evolving expectations of professionalism online (or if it doesn’t, it should).
Platforms like LinkedIn are designed to showcase professional skills, making them the go-to for hiring. 77% of recruiters use LinkedIn to find or research candidates. Perhaps surprisingly, Facebook is the second-most used platform for this purpose, with 63% of recruiters leveraging it to look up local candidates, or friends of existing employees. However, Facebook users may not always present themselves as professionally as LinkedIn users, which could scupper their chances of being hired. If this is the case, where should the line be drawn between ‘this is me as a professional’ and ‘this is me in my spare time’?
Conversely, staying offline can also be a disadvantage. Around 41% of recruiters admitted that they may not interview a candidate if they couldn't find them online. This might be based on assumptions about their technological skills or relevance in the modern workforce, rather than a personal choice, which is a conscious bias that could exclude potentially qualified candidates for reasons unrelated to their professional capabilities.
Social media isn't just for recruiters to find candidates, it also helps job seekers in their search. 86% of candidates use social media to explore job opportunities, so recruiters must ensure they market themselves effectively on such platforms to appear in these search results. Additionally, building a strong online presence can attract top talent, with 47% of recruitment agencies reporting that social media significantly aids their branding. By showcasing niche expertise or sector knowledge, recruiters can position themselves as industry leaders.
It's clear that the modern recruitment landscape extends beyond emails and job-posting forums. According to one study, 43% of recruiters have used text messages to contact candidates or applicants. The pandemic further shifted UK PLC towards more flexible hours and working practices, which many appreciate—if boundaries are respected. However, texting could be one tool that blurs professional lines, particularly so if a candidate’s personal mobile number is used in this practice.
It's crucial that recruitment agencies remember that social media is just one piece of the hiring puzzle. Effective and well-designed recruitment websites should be where potential candidates learn more about opportunities. Platforms such as Facebook should primarily be a signpost, rather than a filter.
While researching candidates on social media could be deemed necessary to avoid hiring someone with a potentially scandalous and damaging reputation, it's just as important to recognise that employees have lives outside of their work. Expecting individuals to maintain an impeccable professional image at all times is unrealistic—and it would only lead to a ‘vanilla’ talent pool. Participation in viral challenges or TikTok dances, for example, should have no bearing on one's work ethic, expertise or skill level. Because who hasn’t done the Macarena at a wedding? Should that have any bearing on whether you’re hired for your next role?
Such online activities should be viewed with common sense and realism.
The key to successful recruitment in the age of social media lies in balancing professionalism with an understanding of the human side of candidates.
Fast Recruitment Websites are specialists in recruitment website design. We help our clients stand out from the crowd in today’s online marketplace. Call us on 01302 288591 for an informal evaluation of your current website.
