As our social and economic lives are swiftly stepping up, the entire world has been depending more on the ‘digital’ age.The thin line among personal and professional space has fused into a vague blur of likes and dislikes, comments, shares and posts that influence our everyday lives. Social Media has furthermore altered the way corporations and proprietors go about filling available job as they have turn into much more selective.

All thanks to Social Media, there is no scarcity of job pursuing talent and with the second phase of ‘recession’ still prowling around, most employees and employers are positive about the ‘new phase’ of employing. More and more corporations are consuming social media platforms to monitor employees as they discover these sites to be exceedingly supportive.  It is witnessed that the material available on the job seeker’s pages replicate precise illustration of the applicant, beyond the restrictions of a resume and interview.

As the usage of social media matures, sites similar to Facebook, YouTube, Twitter, Instagram, LinkedIn and Google+ permits employers to catch a glimpse of who you are while offering an opportunity for potential jobseekers to study about the corporation. And for enterprises employing on a bulky scale, it allows to save time on recruiting by enhancing information flow throughout the recruitment processes and help decrease recruiting expenditures.

Even though Social media may permit recruiters to gather information about job applicants, fact remains, utilizing these tools to collect material about a future employee could lead to legal threats, if the applicant came to know that the selection for this job is based on his social media profile. The risk factors that could be measured as discrimination include – using info about age, race, political views, religion, gender, disability, or other secure features, for instance illness, disability, pregnancy.

When an applicant is the topic of a social media search there’s a probability that the search will expose information that would be off limits in a physical interview. Employers should be very cautious in using sequestered information people are posting socially to take decisions for recruiting. Here are the top 5 advices to make the best use of social media sites in hiring and deciding personnel:

1. Create a rule on whether or not the recruiting manager will examine the internet or social media sites in hiring.
2. The company must advice and inform applicants in inscription about the usage of social media to collect information about their job applications.
3. Do not “friend” a possible employee to acknowledge information about them that the general public does not permitted to.
4. Recruit someone instead of a manager or decision maker in human resources conduct an online background analysis of the candidate to filter extraneous information or influenced decision making.
5. Recruiters should be suitably qualified to evade improper access and to screen material that is considered safe in the decision-making process.

Social media has originated its own path into the cultural stream of consciousness, but has left questions revolving around the matters of expression and privacy. Does that mean job seekers should emphasis on hiding or eradicating inappropriate content?

Well, the good news is that recruiting managers aren’t just exploring your social media profiles to dig up dirt; they’re also considering information that could provide you an advantage. Job seekers should not be ‘silent’ or ‘invisible’ online; they requires to participate on social networking sites to grow their ‘visibility’ and ‘search-ability’. You should work on building strong social networks and crafting online profiles that signify better skills and experience. Among other things, jobseekers can utilize Social Media platforms to associate with current and/or former employees, get endorsements, and hear about job vacancies promptly.