- 28% of employers ask to view Facebook feed during job interview
- 74% of employers refer to LinkedIn profiles
- 3% use Twitter, while more than half use Google
A new RecruitPack® survey shows that while recruiters often ask to view Facebook pages and Twitter activity during interviews, the picture they reveal is not necessarily accurate.
Facebook and Twitter are also failing in terms of job promotion, but 74% of the recruiters surveyed said they used LinkedIn both for promoting vacancies and seeking candidates.
David Wilson, Managing Director of Nuage Software, which conducted the survey, said that job seekers tend to cast themselves in a good light across all their social networks.
“Whether it’s a blog or a tweet, candidates are more aware than ever that their image and reputation are at stake,” Mr Wilson said.
"Employers need to use specific screening questions and psychometric profiles to get a better picture of the applicant's skills, qualifications, experience, attitudes and interpersonal strategies."
According to the survey, Facebook and Twitter were not considered to be very effective as a means to promote job vacancies.
“Online job boards are considered the most effective means of advertising vacancies, with employee referrals a distant second,” Mr Wilson said. “LinkedIn Networking and Passive Candidate Search both fared moderately well, coming in just behind Recruitment Agencies for effectiveness.”
Over 50% of respondents said that resumes only provided quality information “sometimes”.
“This is not surprising, as resumes are primarily a marketing tool designed to get the applicant into the interview,” Mr Wilson said. “They typically contain enhancements, exaggerations, omissions and even lies. Often the resume is written by third party professionals and laced with keywords to trick resume-scanning software.”
Similar to resumes, LinkedIn profiles are a primary marketing tool for job seekers and attract a raft of how-to training programs and advice.
“However, unlike the resume, the LinkedIn profile is subject to wider public scrutiny and may therefore contain less exaggeration and enhancements,” Mr Wilson says.
Mr Wilson says that recruiters need to use well-designed, specific screening questions to uncover information that may be absent or obscured in a resume.
“Screening questions can make the resume unnecessary,” He says.
Yet the study shows resumes were still used much more frequently than the more insightful and objective Skills Proficiency Tests and Psychometric Tools.
When asked to name their top four priorities for improvement of the recruitment process, “Interviewing” and “Managing Applications” were equal top.
The full report of the RecruitPack® ‘Social Media in Recruitment’ survey is now available at www.nuage-software.com/newsroom
The RecruitPack® Applicant Management and Assessment System (AMAS) is a service of Nuage Software Pty Ltd.
Nuage Software is the developer of RecruitPack®, an online service that has all the tools you need to professionally manage your entire recruitment process and quickly identify the candidates with the right attitudes, skills, experience and qualifications for each and every position.
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