Social networks - a credible source for recruitment?

The nature and value associated with these mediums makes them the perfect area for debate in answering this question - particularly for the recruiting sector when taking into account the ever-mounting skills crisis facing South Africa.

No secret

It is no secret that the skills shortage presents companies with the challenge of finding highly talented and specialised skilled staff members with the correct culture fit for their organisation. For now, the large pool of resources that a social networking site offers is typically being used by recruiters or potential employers as an insight tool into a particular individual. But where should the ethical boundary line be drawn and would a social networking page - which is intended to be a social medium for friends and family - be a true reflection of an individual's work ethic and value? Well, this is the debate - some may say definitely whereas others may outright disagree.

Many would declare that a Facebook profile page, for example, can make or break an interview candidates chances. Accessing the page instantly tells a lot about a person and their social life, giving a clear idea of the person's personality, character, social status and interests, as well as likes and dislikes. While others would argue that Facebook users depend solely on the social network site to stay in touch with friends and family and connect with people all over the world, whereas only a small percentage of users use the site for professional networking - and as such, should be a seen as a separate entity to their professional lives.

So how does his debate affect the social networking scene? Should there be a definite link between social networking and business - or should all respective ‘social networkers' be educated about the fact that their profiles may be used in a recruitment process? It is a debate that will go on and while all good and well, for now, there are some key points/tips and tricks that I believe should be outlined to ensure the employer and potential employee make the most suitable decisions pertaining to the phenomenon of this social networking concept.

The employee

• Take the time to get to know the site - evaluate your contribution and take an informed decision on your exposure levels
  
• Once familiar with the site, consider creating a business profile page that would be available for ‘open' viewing
  
• Update your business profile as often as possible
  
• Inform your recruitment agencies of this available resource and encourage them to use it if necessary
  
• Keep your social portfolio private - there are security processes that can ensure your page is only viewed by friends and family
  
• Remember that social networking is an extension of your personality that is available within a wide spread online environment

The employer

• Make your analysis with the intention of this site in mind - that it is social
  
• Maintain close discussions with your recruitment agency in terms of obtaining detailed characteristics. Any reputable recruitment agency will conduct thorough investigations around character and job fit to ensure a successful candidate is observed
  
• As a business, create a profile and a group that people can join. This is an ideal way of introducing the company to skilled potentially employees that would be interested in the particular nature of the group
  
• Take note of the people that have joined the group and provide these names to the recruitment agency that could begin the headhunt process

The above is only a basis to follow, but can certainly sway this social networking phenomenon into a positive tool for business acumen. And, despite the ‘insider' benefits that social networks can provide, nothing could replace the face-to-face interaction. Social networking should be seen as a possible extension to this. How valid an extension? Well, the jury is still out.