{"id":332,"date":"2016-02-23T15:14:15","date_gmt":"2016-02-23T15:14:15","guid":{"rendered":"https:\/\/www.languagetesting.com\/blog\/?p=332"},"modified":"2024-03-18T17:58:10","modified_gmt":"2024-03-18T17:58:10","slug":"how-social-media-affects-your-chances-at-getting-hired","status":"publish","type":"post","link":"https:\/\/www.languagetesting.com\/blog\/how-social-media-affects-your-chances-at-getting-hired\/","title":{"rendered":"How Social Media Affects Your Chances at Getting Hired"},"content":{"rendered":"
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\"\"There’s so much\u00a0to consider when\u00a0hiring a potential\u00a0candidate at any company. Reviewing resumes and checking references have always been the norm but when and where does social media come into play?<\/p>\n

There are some fine lines that both\u00a0HR professionals and candidates alike need to be mindful of when it comes to social media posts and the conclusions that can be drawn from them. An example would be making a hiring decision upon discovering personal information such as a pregnancy or if the candidate is getting married and likely requiring time off in the not-too-distant future. \u00a0Making hiring decisions based on this information would be legally problematic under\u00a0these\u00a0circumstances and others similar.
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\nOn the flip-side, if a candidate presents themselves as good for a role, yet, at the same time, posting overtly bigoted\u00a0or inappropriate\u00a0comments on a Twitter or Facebook account that\u2019s visible to anyone on the internet, that\u2019s a defensible reason (legally and morally) for not making an offer to him or her.<\/p>\n

Checking social media is the norm these days and\u00a0job hopefuls should\u00a0use it to their advantage. Many candidates can and should use social media, especially sites such as LinkedIn to promote their previous work experience and\u00a0other desirable skills\u00a0that could help further their chances of landing the job.\u00a0Leading HR professionals state that you should never keep your skills a secret – even if they\u00a0aren’t required for the role.\u00a0Skills such as\u00a0tech, web, graphic design and any certifications\u00a0is something\u00a0that could potentially differentiate you from other applicants.\u00a0\u00a0Something as second nature as\u00a0speaking a second language<\/a>\u00a0that you may not even consider\u00a0is often\u00a0viewed as an asset by hiring managers.<\/p>\n

On the HR side, when it comes to questionable\u00a0material, \u201cIt\u2019s going to surface and you\u2019re going to have to deal with it one way or another.\u00a0Why not deal with it when you still haven\u2019t hired the person?\u201d says, Lisa Bertini, of Bertini Law, in Virginia Beach, who specializes in employment law. \u00a0She has been hearing from more human resources departments wondering how they should, and can, use social media as a screening factor.Ms. Bertini checks sources like\u00a0LinkedIn<\/a>\u00a0and public Facebook profiles when screening candidates for jobs at her firm.<\/p>\n

The bottom-line is to handle\u00a0your online profile with care. Before uploading a post or tweet, take a moment and gauge how it will reflect on you. Remember,\u00a0more people than you know may be watching.<\/p>\n

Source: New York Times<\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

There’s so much\u00a0to consider when\u00a0hiring a potential\u00a0candidate at any company. Reviewing resumes and checking references have always been the norm but when and where does social media come into play? There are some fine lines that both\u00a0HR professionals and candidates alike need to be mindful of when it comes to social media posts and the […]<\/p>\n","protected":false},"author":25,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2,3],"tags":[64,92,93,73,7,94,95],"class_list":["post-332","post","type-post","status-publish","format-standard","hentry","category-commercial","category-government","tag-english-speaking-test","tag-hr","tag-job-market","tag-jobseekers","tag-language-testing","tag-social-media","tag-tweet-facebook"],"acf":[],"aioseo_notices":[],"jetpack_featured_media_url":"","_links":{"self":[{"href":"https:\/\/www.languagetesting.com\/blog\/wp-json\/wp\/v2\/posts\/332","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.languagetesting.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.languagetesting.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.languagetesting.com\/blog\/wp-json\/wp\/v2\/users\/25"}],"replies":[{"embeddable":true,"href":"https:\/\/www.languagetesting.com\/blog\/wp-json\/wp\/v2\/comments?post=332"}],"version-history":[{"count":3,"href":"https:\/\/www.languagetesting.com\/blog\/wp-json\/wp\/v2\/posts\/332\/revisions"}],"predecessor-version":[{"id":3389,"href":"https:\/\/www.languagetesting.com\/blog\/wp-json\/wp\/v2\/posts\/332\/revisions\/3389"}],"wp:attachment":[{"href":"https:\/\/www.languagetesting.com\/blog\/wp-json\/wp\/v2\/media?parent=332"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.languagetesting.com\/blog\/wp-json\/wp\/v2\/categories?post=332"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.languagetesting.com\/blog\/wp-json\/wp\/v2\/tags?post=332"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}