Gathering information, in general, has never been easier now that the Internet is a widely used source. Finding out about your neighbor’s legal troubles, researching competition in the business world and more is as easy as clicking a button.
Between social media sites like Facebook, LinkedIn and search engines, you can find all you need to know quite easily. So should you search out your job applicants? Let’s find out! If your company needs an online recruitment system, keep reading to see how you can start using Recruiteze for free!
Using Internet Searches on Job Applicants
When it comes to the professional industry, did you know that many companies are researching potential employees online? Between Google and social media, these businesses and recruiters are coming across all types of information. Some of it might be things the candidate might not want to share.
A company in New York just conducted a survey within the metropolitan areas of Nassau, Queens, Suffolk, Riverhead, and White Plains. They used the survey to help them find out how much Google and other social networking websites have affected the relationship of their hiring managers and candidates. The following data was obtained:
- Twelve percent said they go online to seek out potential candidates.
- Twelve percent confessed to using sites like Facebook and LinkedIn to help them locate information about the candidate before they offered them a position within the company.
- Only two percent of all employers vetoed candidates based on what they found online.
- Employers and recruiters are using Google to find out as much information as possible in addition to using it for a recruiting tool.
While the percentage of potential employees who were declined is low, there were still applicants that were terminated only because of the findings of their personal accounts or online information.
As a recruiter, you might prefer to know everything about an applicant before hiring them. Unfortunately, in some states, using Google to find out data and personal information about someone is considered unlawful.
However, there are no federal laws prohibiting this act and only a few states in the U.S. stand firm in their stance against it.
If you’re unsure of whether or not this is legally allowed in your state, be sure to talk with officials about it before conducting a search. Below, you’ll find several benefits, and some drawbacks, that come with this type of inquiry.
Benefits of Googling Applicants
- Determine whether or not they’re too inappropriate for your company’s image during their personal time.
- Find out about their professionalism and/or maturity.
- Helps to get an interview together and ask relevant and specific questions instead of general ones.
- Learn extensive information about their background, experience and personal life.
Disadvantages of Googling Applicants
- Googling can be considered an invasion of privacy. This could bring about legal issues for the company.
- If the candidate is part of a protected class such as a certain religion, disabled or other protected association you might run into issues should you choose not to hire them. Even if the choice is based only on lack of experience, skill or education, you might run into issues with this.
- The information gained might not be reliable, considering it is public and anyone can add photos or data about the candidate to their social media profile.
- There are people in the world with the same name. Data found might be for someone else with the same name.
- There are various states within the U.S. that can prosecute those that Google candidates without their consent.
We know how important Google based searches are in the world today. However, it might be best if recruiters refrained from “Googling” their potential employees. It’s a great way to find out more information, yes. But it’s also a way to find out who a person is, outside of work. Is it fair to judge a candidate based on their personal life when you didn’t ask them specifically for the facts?
If you do choose to go this route, it’s a good idea to enlighten the applicants on your intentions. That way, if there is anything online that could be considered questionable, or you’re in a state where this act could be punishable by law, you won’t have any issues and they have the opportunity to be forthcoming with the data, in person, rather than allow you to find it through the Internet.
There are many other ways to successfully recruit new candidates as well. You don’t have to rely on social media and Google. Consider trying a recruiting software instead. You’ll be amazed at the difference in your recruiting efforts. In addition to tracking applicants and access to online job boards, you’ll also be able to take advantage of resume formatting!
If you want to cut costs and free up hours of your day consider trying our online recruitment system!
Boost Your Recruiting Process with Our Free Online Recruitment System
Recruiteze is our free applicant tracking system that lets your job candidates easily apply to your open job positions and be added to your database immediately. As an end-user, you’ll be able to also access resumes online and make changes quickly. Recruiting based on client needs has never been easier with your custom job board. It allows candidates and customers easy access to information and creates a level of professionalism expected in today’s marketplace.
Already using a free online recruitment system? iReformat is the perfect addition. iReformat allows you to format resumes easily for free! In addition, we are proud to offer you a free 15 day trial of any of our other memberships. Other packages start at $10 per month and offer unlimited support, users, and more!
If you have any questions or are interested in our enterprise package that offers unlimited access to all our services contact us today!
More from our blog:
Biggest challenges threatening recruiters
Is candidate submission time important