I am running a pilot to monitor the success of new media approaches to recruitment while recruiting for my assistant. During the research process I came across a few findings that were worth a note.

The flip side to recruiting on the Internet, despite the fact that a particular platform does not represent a true overview of a countries demographic, but what does? is the simple fact that even those using conventional practices for recruitment for vetting. It makes a lot of sense! In the past you’d get references to discover whether your candidate has a good work ethic, is not going to create problems etc but social media is quicker and provides a more rounded summary as the candidate has not chosen the referee who speaks on their behalf and in many cases are more open with there posted information. The problem lies with the discarding of candidates for reasons you have discovered via these means, it might not necessarily be the HR department doing this but the individual departments conducting the interview process who are taking an unnecessary risk on behalf of the company. Fair enough if you discover someone is a drug taker, criminal etc but what if discover the candidate is planning a pregnancy, has an alternative sexual preference etc and they are discarded. If you have decided to do your online research then be sure the reason the candidate was discarded can be back up with valid reasoning and in many cases proof of this.