Posted on June 10, 2013

3 Key Findings from SHRM’s Social Recruiting Survey

SHRM recently released findings from their survey on social recruiting. Looking through the results, we have identified three key findings that employers should be aware of:

1. More than half (57%) of employers do not have a policy on screening candidates via social networking sites.
Screening candidates using social media currently carries a level of uncertainty for employers and HR professionals. Few government standards or regulations have been set, and lawmakers have yet to determine if there is a reasonable expectation of privacy on social media. Also, viewing an applicant’s social media pages can expose businesses to the risk of discrimination: they could see information about an applicant’s race, religion, age, medical issues or marital status, potentially leading to discrimination allegations if they choose not to hire. With all this uncertainty, it can be difficult to determine what company policy should be. This is a key topic to be watching in the coming months.

2. LinkedIn is the most commonly used social networking site for screening job candidates.
92% of respondents that use social networks claim to screen job applicants using LinkedIn. Companies are also screening applicants using Facebook (58), Twitter (31) and Google+ (25%). Again, it is important to remember that very few legal precedents exist in this area. Using social media to screen applicants can put employers at risk of discrimination allegations, so it is important to proceed with caution. Just because it is a common practice does not mean it is risk-free.

3. Using social networking is less expensive than other methods of recruiting job candidates.
In 2011, 67% of respondents claimed they use social recruiting because it was less expensive than other methods of recruiting. However, this year, only 57% percent responded that social recruiting was less expensive. The 10% decrease could be explained by an increased use of fee-based social recruiting programs such as LinkedIn Careers. In addition, employers may be realizing that a sustained social recruiting strategy can be expensive to maintain, just like any advertising campaign.

When it comes to hiring, managing costs and ensuring compliance are major priorities for businesses. These three findings illustrate the changing landscape of recruiting and highlight the importance of staying compliant to reduce risk. Paycor’s Applicant Tracking system helps you keep your business EEO/OFCCP compliant and assess bottlenecks in your process that could be costing you time and money. Learn more about how Applicant Tracking can help you recruit top talent, while managing your costs and keeping your business compliant.