Don’t just rely on your “gut feeling.” The more you know about the candidate, the better you will be able to assess if he/she is a fit for the position and for your company. Talent acquisition is a struggle in nearly every industry, so make sure that you’re not cheating yourself out of any of the available information before extending an offer.
It’s important to point out that better hires often means less turnover. We know that turnover is typically the number one cost to employers. Save yourself from investing in the wrong employee for the job.Aside from turnover costs, as was stated in a previous blog post Who Is Stealing From You , we know that upwards of $50 billion annually in cash and inventory is stolen by employees. Does your job candidate have a history of taking extra "perks" from previous employers?
Quite often, a job applicant’s first impression of your organization is formed during the hiring process.
There are hundreds of articles on the web about how applicants should present themselves to prospective employers. But perhaps we should take a minute to consider the inverse: as a business or hiring manager, what kind of impression are you making with job candidates?
Much like a first date, both parties should be respectful enough to show up with their A-game if they want the relationship to move forward.
Over the past few years, the job market has stabilized and good candidates are harder to find; with the best candidates receiving multiple job offers.
As of July 2015, there was approximately 7.3 billion people in the world.
· There are 2.6 billion active social media users
· Facebook has reached 2 billion users
· LinkedIn has 500 million users
Considering these statistics, it’s no wonder that over 75% of hiring managers use social media to screen applicants. As I mentioned in last week’s article , Facebook, LinkedIn, Instagram, etc have allowed people (whether they realize it or not), to become their own brand managers. Every time you document a piece of your life, from your vacation, what you’re having for dinner, to what you like and share: it becomes part of your digital persona/brand.
But how much relevance should hiring managers really give to a candidate’s social media accounts? And is it putting employers in harm’s way from a legal standpoint, if they bypass traditional background checks in favor of social media only screening?