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Most of us do not think twice when using Twitter to update statuses or post new profile pictures on Facebook.  We routinely monitor our activity to keep pages clean and work friendly.  But as a candidate, is your page being used against you?  Technical recruiters, do you ensure not to discriminate when filling positions?  IT recruiters and applicants need to be weary of these potential hardships social media imposes on candidacy.

Unintended Discrimination

Upon reviewing a resume, a technical recruiter notices the applicant is an alumnus of his college.  Immediately, the IT recruiter feels a connection and is favorable of this candidate.  He opens a new tab and looks at the candidate’s Facebook and LinkedIn to view his contacts and friends.  The IT headhunter begins to create judgments and puts the applicant’s resume aside.

Before reaching out to this candidate about his background and experience, this recruiter was biased by a mutual connection.  This relationship moved the candidate forward among his peers, but the recruiter did not like his circle of friends so it also backfired.  While this seems to be an immature approach at weeding out applicants, it happens more often than one would think.  To be safe, IT headhunters should avoid the temptation of judging and favoritism when researching potential new hires.

Too Personal

A hiring manager searches a candidate on Google and discovers the candidate’s Twitter.  He notices the candidate tweets at least twice per hour about controversial and personal matters that some may find offensive.  The hiring manager crosses him off his list.

When a candidate is running his mouth, exposing confidential information, or sharing too personal information, hiring managers may reconsider their choice or snub the applicant all together.  You may be a different person on the internet than in the office, but you could miss the opportunity to prove yourself by this slip up.  As difficult as it may be to make all information private, be mindful of your actions and share your objectionable opinions with only those who choose to subscribe to your tweets.

Overlook Most Qualified

An IT staffing rep decides to utilize social networking sites over LinkedIn and the typical Monster.  He posts his open IT jobs on sites such as Facebook and Twitter.  He has an overwhelming response, but none seem to be the right fit.

By limiting himself to just social networking sites, the recruiter could be missing the most qualified candidates.  Rather than just using these sites, he could expand his candidate pool by including them within his resources.

New social media sites are popping up daily and seem to be a trend that will not be dying down any time soon.  Using them as a means to expand your network is a way to help speed along the hiring process, but do not forget that sometimes the traditional method can be just as effective, if not better!