Social Media and Social Networks becomes a hot topic in the recruitment sector. Since the generations Y and X – also called the «Digital Natives» – reached working age, we better understand the influence Social Medias Networks can have on their life.
Today only few recruiters admit that they are «googling» candidates. But, how to resist? Playing «Big Brother» is a natural tendency; this is only really bad for those candidates, not being aware of the power of bad communication and sharing for example their «binge drinking » evening pictures!
During a good CV-workshop, you will hear about the «F-factor» and the importance of having a good portrait in the CV: «It should be professional snapshot, where the candidate appears sympathetic and serious».

Why? Because, when sending an application (online or paper), it is the only way to communicate about own personality.
But nowadays finding more information about young professionals, student or graduates is far from difficult. Using accessible profile information on Social Media Networks can give large amount of information, this people don’t really wants to share with recruiters.

Can Social Media Networks be an interesting source of information for recruiters? Before inviting a candidate to an interview or an assessment center, Social Media Networks makes it possible to evaluate the candidates’ personality with more than the picture. But it is an ABSOLUT NECESSITY to be careful; because these platforms are also gathering uninteresting information’s, allows lies and a modern form of exhibition!
The target in using information shared on Social Media Networks in recruitment process, should be finding the right information about: competencies, interesting projects, motivation, etc. Then, most Social Networks lose interest and only some career specialized solutions remain useful. Xing and LinkedIn are well-known examples.
At least, it is definitely not useful to know what candidates are doing during their free time, it is better to invest time and money, in meeting up potential candidates personally on events and career fairs or virtually during workshops for example. The «old school» way to do!