While it may be tempting to poke around and check up

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Have a clear understanding of what you can search for. HR teams must make sure all recruiting managers have a thorough understanding of what data they’re allowed to search for, and what they ought to be watching out for in terms of certain positions, awareness of the dangers surrounding unconscious biases and personal data, and guidance on important laws like GDPR and the Equality Act.

So long as HR teams know exactly why they’re carrying out a screening, understand what they’re seeking, and are well-versed on their legal responsibilities – undesirable outcomes can be prevented.

Ensure your own company profile is updated regularly. Since candidates will be cayman islands phone number resource perusing your company’s social media platforms, too, it’s wise to work on your own profile and keep it updated consistently to represent your business’s brand and core values effectively.

Limit your search to a candidate’s professional life. on what a candidate gets up to outside of work, you’re only really interested in their professional actions, e.g. within professional communities together with the principles they represent outside of the job interview.

Clue yourself up about the law. Screening candidates via social media may land you in a spot of legal trouble, although this largely depends on where you live. Ensure you’re aware of the laws governing recruitment in your country and adhere to them.

Err on the side of caution. Similarly to a CV, social media profiles can be forged, so take everything with a grain of salt. Try not to read too much into any information on the candidate’s profile, as without proper references, any statement about work experience is speculative.