Onboarding is a critical yet overlooked step in the employee lifecycle. A successful onboarding process will make the new hire feel part of the team, provide further clarity around the role and responsibilities, and get them up to speed and performing fast.
The world, and businesses alike are still slowly returning to routine normalcy, if it can even be called that, in this post pandemic state of affairs. Regardless of how organizations are working; remotely, back in the office full time, or a combination of the two in a hybrid schedule, HR professionals know that employee connection has become an urgent matter. Retaining top talent is critical to an organization’s growth and success. Therefore, creating an experience that entices your staff to appreciate the workplace and make it a worthwhile day is imperative.
Lots of valuable information can be learned by employers who use social media to evaluate various job candidates. However, there are always risks involved to this method.
The hiring process as of late has been a struggle. But finally, your recruiting director is making headway and is down to three well-qualified candidates for the position your company has been looking to fill for months. But in these final decisions comes the question of which candidate is truly the best for the job and company overall. Social media resources are so readily inviting and available to the public that even business professionals think of pursuing these avenues for a little more insight to the answers they seek.
The question becomes, should you consider social media when evaluating job candidates? Is it okay to look at an applicant’s social media profile as a peep into their personal lives as to what they may bring to the company?
In response to a recent Harris Poll, 60 percent of hiring managers say employers should screen all applicants’ social media profiles, and 69 percent say looking at the social media profiles of job candidates is effective.
