Finding and recruiting good help is hard work.
It's getting more difficult than ever to find qualified candidates to fill certain positions in the workplace.
Placing an ad in the local newspaper attracts unwanted applicants, with little or no prior skills, for the advertised position in which they are applying for.
Social media networking allow employers to take a closer, personal and more direct look at prospective job candidates, before hiring or dismissing them.
Social media networks enlighten employers on the behaviors and attitudes of potential employees.
In recent studies students were asked to evaluate their own social network pages.
What are they looking for? They are looking for any signs of inappropriate language and substance abuse.
Studies show that applicants, who badmouth others, are not likely to get hired.
Studies also revealed another interesting trait.
Students who posts excessive amounts of pictures and videos, displaying themselves having a good time with their friends, actually posses the type of traits employers are looking for, such as outgoing and salesy.
It's great for employers to synchronize their hiring process.
Supervisors and hiring managers should use the same hiring practices to find and hire potential applicants.
However, the process should not be discriminatory.
Whatever hiring process is used in reviewing applicants should be used to review all applicants, across the board.
Social referral software should not be the sole basis in which employers should hire possible job candidates.
However, the process can help employers make a more informed decision.
Every applicant posting pictures and inappropriate remarks is not all bad.
It is unfair to judge applicants based on their social network pages.
Some comments, remarks and behaviors should not be overlooked.
signs of excessive displays of drinking alcohol or any suggestion of illegal substance use, could indicate a potential drug problem.
A few photos may be innocent or they could be a signal, meant for employees to look deeper into the applicant's background.
Background checks either confirm or eliminate a suspicion.
Hiring the best employees for the job is essential for the success of the company.
Employees represent the image of the company they work for.
What the public see is what they get, and employers want to introduce a positive image.
What's the hidden message that all employers need to interpret? Let Facebook and other social media sites be a referral source for potential employees, but do not let it be the sole source.
Leave room for human intervention and make logical decisions based on all the facts.
While referral software can sway employers to make a decision about job applicants; it also allows them to save time and money.
Social referral software can help employers find the best candidate for a job, if this resource is used properly.
It's getting more difficult than ever to find qualified candidates to fill certain positions in the workplace.
Placing an ad in the local newspaper attracts unwanted applicants, with little or no prior skills, for the advertised position in which they are applying for.
Social media networking allow employers to take a closer, personal and more direct look at prospective job candidates, before hiring or dismissing them.
Social media networks enlighten employers on the behaviors and attitudes of potential employees.
In recent studies students were asked to evaluate their own social network pages.
What are they looking for? They are looking for any signs of inappropriate language and substance abuse.
Studies show that applicants, who badmouth others, are not likely to get hired.
Studies also revealed another interesting trait.
Students who posts excessive amounts of pictures and videos, displaying themselves having a good time with their friends, actually posses the type of traits employers are looking for, such as outgoing and salesy.
It's great for employers to synchronize their hiring process.
Supervisors and hiring managers should use the same hiring practices to find and hire potential applicants.
However, the process should not be discriminatory.
Whatever hiring process is used in reviewing applicants should be used to review all applicants, across the board.
Social referral software should not be the sole basis in which employers should hire possible job candidates.
However, the process can help employers make a more informed decision.
Every applicant posting pictures and inappropriate remarks is not all bad.
It is unfair to judge applicants based on their social network pages.
Some comments, remarks and behaviors should not be overlooked.
signs of excessive displays of drinking alcohol or any suggestion of illegal substance use, could indicate a potential drug problem.
A few photos may be innocent or they could be a signal, meant for employees to look deeper into the applicant's background.
Background checks either confirm or eliminate a suspicion.
Hiring the best employees for the job is essential for the success of the company.
Employees represent the image of the company they work for.
What the public see is what they get, and employers want to introduce a positive image.
What's the hidden message that all employers need to interpret? Let Facebook and other social media sites be a referral source for potential employees, but do not let it be the sole source.
Leave room for human intervention and make logical decisions based on all the facts.
While referral software can sway employers to make a decision about job applicants; it also allows them to save time and money.
Social referral software can help employers find the best candidate for a job, if this resource is used properly.
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