According to an ADECCO GROUP UK survey, 61% of job seekers use social media if looking for a job, and some websites have been found to have a more positive value as a platform in recruitment terms, probably because the way we interact using different mediums tends to shift from using a more professional note to a considerably more personal way to communicate with others.
Yet, social media is a double-edged sword for both recruiters and candidates alike, and our approach to how we view relationships and communications while using platforms like Facebook and twitter has been found to have a great impact on how we internally view ourselves and how others view us.
The rules of the game while job searching and maintaining jobs have changed dramatically over time, and a younger group, actively in the workforce, share different experiences from the ones shared by previous generations.
Social media has changed the way we interact with the world and created platforms where maintaining viewers equally informed and misinformed of our reality are completely plausible scenarios and, some might say, an extremely attractive tool to present ourselves to the world, which is completely unverified.
Still, in accordance with a survey by Careerbuilder.co.uk 55% of employers have researched job applicants on social media and claimed that they have found negative traits which have prompted them not to hire individuals, including drinking and drug habits, poor communications skills, links to criminal behaviour or discriminatory comments against other racial, gender or religious groups from their own.
Yet, as the trend to use social media by UK employers and candidates in the recruitment process and job search respectively increases, it remains a very powerful instrument which allows communications more readily available between both ends of the spectrum, adds cost savings for the recruiter, as well as increases a number of applicants reached (ACAS), which all play an enormous part in making the decision to utilise these platforms.
On the other hand, candidates are presented with the golden opportunity to manage their personal and professional profiles for exposure to potential future employers and clients.
However, the recruitment course still has to take into consideration a great number of company culture issues as well as characteristics of the prospects which cannot be solely based on their social media presence, and the reliance on traditional methods for staffing will continue to be at place, used in conjunction with modern methods of communications available in our contemporary society.