In the present world, usage of social networking site has increased immensely. Many people ranging from young to old is an active user of at least one social media site. Organizations such as churches, companies, NGO and government have started to incorporate social media in the running of their activities. Sites like Twitter, Facebook, and LinkedIn and a handful of other site provides employers with a tremendous prospect for linking with potential employees- several of whom are not found in traditional sources. This paper explores how social media sites are relevant to employment.
Employers have turned to social networks or social media to screen the profile of Job applicant. Jobvite.com (2013) observed that ninety-four percent of employers employ social media or social networking to recruit individuals who apply for jobs. Since the internet is becoming more prevalent in most of the world and people, it has impacted on whether a person can be employed or not. Amie Lawrence (n.d), an expert in authentication of psychological valuation tools observed that employers view the social networks such as LinkedIn to determine if a person qualifies or not for a particular job.
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Social media depicts a person’s organizational skills and personality, and it explains why employes have turned to social media to find the right employees (Brown & Vaughn, 2011). Social media sites such as LinkedIn depicts the personality and organization skills of an individual which is essential to a company. How people portray themselves through their bios in social media depicts their organization skills and personality, and it explains why employees use social media to hire employees.
Social media enhance interaction between people who we have to meet and or not. Employers need employees that have good interaction skills, and this is one of the reasons why they have turned to social media to determine the best candidate to be employed (Elejalde-Ruiz, 2016). Harmony in the organization is important, and it is through better interaction skills that it is achieved. Therefore, most organizations seek to hire employees that have good social and interaction skills to ensure the company meets its goal.
Lastly, not all employees want to know the social life of the potential employees or the choices they have made in life (Humphreys, Pape, & Karnowski, 2013). Some employees need to verify if the information provided by the candidate is similar to one displayed in their social media bios.
Conclusively, it is high time for individuals to ensure that their bios displayed in their social media are organized to depict their personality since most employers have turned to social media as a determinant to hire employees. The trend of employers using social media to determine suitable candidate seems not to change any time soon since people are addicted to social media and display all their information via it. Therefore, it is important for individuals to get their facts right and display good interaction skills.
References
Lawrence, P. A. (n.d.). Why you should not use social media to make hiring decisions. Retrieved November 16, 2017, from http://www.selectinternational.com/blog/social-media-hiring-decisions
Jobvite. (2013). The 2013 Social Recruiting Survey Results Are Here! Retrieved from https://www.jobvite.com/jobvite-news-and-reports/2013jobvitesocialrecruitingsurvey/
Brown, V. R., & Vaughn, E. D. (2011). The writing on the (Facebook) wall: the use of social networking sites in hiring decisions. Journal of Business & Psychology, 26(2), 219-225. doi:10.1007/s10869-011-9221-x
Elejalde-Ruiz, A. (2016). Using social media to disqualify job candidates is risky. Retrieved November 16, 2017, from http://www.chicagotribune.com/business/ct-social-media-job-candidates-01 .
Humphreys, L., Pape, T. V., & Karnowski, V. (2013). Evolving mobile media: uses and conceptualizations of the mobile internet. Journal of Computer-Mediated Communication,18(4), 491-507. doi:10.1111/jcc4.12019
