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Can a job seeker’s digital foot print hinder their application?

digital footprint

Back in April we talked about your company having a social media policy, outlining what’s allowed for employees using social media from both a business and a personal stand point.

In a similar vein, when recruiting, should you be checking candidates’ social media accounts when deciding whether or not to progress with their application?

Recent reports state that three out of ten companies have someone dedicated to ‘social recruiting’. In other words, checking out the digital footprint of prospective employees.

Many parents of young job seekers fear that their children’s online activity could harm their career prospects particularly if their accounts are not as private as they think.

According to Jobvite, 87 per cent of recruiters check potential candidates’ LinkedIn accounts, 43 per cent check Facebook, and 22 per cent check Twitter and a recent Yougov study found that one in five employers had actually rejected a candidate because of their online posts.

Following on from the new data protection regulations, employers are advised that scanning social media profiles is only allowed when “relevant to the performance of the job which is being applied for” and that job applicants should not have their profiles summarily checked as part of the screening process just because their social media profiles’ are public.

A note to job seekers though: take care with your digital footprint, don’t post online anything that you wouldn’t want your mum to see….

For more information or advice on the above please contact us:

Frenouf@simplehr.co.uk

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