shrm survey findings: the use of social networking websites and online search engines in screening...

SHRM Survey Findings: The Use of Social Networking Websites and Online Search Engines In Screening Job Candidates ©SHRM 2011

August 25, 2011

SHRM Survey Findings: The Use of Social Networking Websites and Online Search Engines in Screening Job Candidates

SHRM Survey Findings: The Use of Social Networking Websites and Online Search Engines In Screening Job Candidates ©SHRM 2011 2

Overall findings: Contrary to popular beliefs, it appears that only a small number of organizations are using online search engines and social networking websites to screen job candidates. The primary reasons for not using these methods are the legal risks, the lack of verifiable data and the lack of the job-relatedness of much of the information found online. In addition, there is a growing number of companies that have developed or are in the process of developing polices around the use of social networking websites for screening job candidates.

Do organizations use online search engines (Google, Yahoo, etc.) to screen job candidates? Only slightly more than one-quarter (26%) of organizations indicated that they use online search engines to screen job candidates during the hiring process—a decline from 2008, when 34% reported using online search engines for this purpose. Conversely, close to two-thirds of organizations (64%) have never used online search engines to screen job candidates or used them in past but no longer do so.

Do organizations use social networking websites (LinkedIn, Facebook, etc.) to screen job candidates? Only 18% of organizations indicated using social networking websites to screen job candidates during the hiring process; conversely, more than two-thirds of organizations (71%) have never used these websites to screen job candidates or used them in the past but no longer do so.

Key Findings


Do organizations have policies (formal or informal) regarding the use of social networking websites to screen job candidates? Clearly, there has been a significant increase in the prevalence of these types of policies over the past three years. In 2008, 72% of organizations had no formal or informal policies regarding the use of these sites for job screening. Today, this figure has dropped to 56%, and another 29% of organizations plan to implement a formal policy in the next 12 months, up from 11% in 2008.

Why don’t organizations use social networking websites to screen job candidates? Two-thirds (66%) indicate they do not use social networking websites due to the concern about the legal risks/discovering information about protected characteristics (e.g., age, race, gender, religious affiliation), an increase from 54% in 2008. Nearly one-half (48%) of organizations do not use these sites because they cannot verify with confidence the information from a job candidate’s social networking page, an increase from 43% in 2008. Another 45% indicated that the information found on the social networking sites may not be relevant to a candidate’s work-related potential or performance, also an increase from 36% in 2008.

How many organizations disqualify candidates based on information found via an online search engine or social networking websites? Of the small percentage of organizations that use information from online search engines (26%) or social networking websites (18%) to screen candidates, few have actually used this information to disqualify job candidates. Only 15% of this group indicated that they used online search engine information to disqualify job candidates, while 30% used social networking website information to disqualify job candidates.

Key Findings (continued)


Key Findings (continued)

What job levels are organizations targeting when using online social networking websites to screen job candidates? Of the small percentage of organizations that use this information in the screening process, less than one-quarter of organizations indicated that they “always” (20%) use online social networking websites to screen job candidates when filling an executive/upper-level position and less than one-half (41%) indicated “frequently” using online social networking websites to screen these targeted job levels. This is similar when organizations are in the process in hiring other management (e.g., directors, managers) positions. Fewer organizations indicated using social networking websites “always” (16%) or “frequently” (26%) when filling nonmanagement salaried positions.

At what point in the hiring process is information from online search engines and social networking websites used? Of the small percentage of organizations that use these methods for screening, the most commonly reported time for conducting the screening was after the job interview but before the job offer.

Do organizations allow job candidates the opportunity to explain questionable information that was found on social networking websites? Of the small percentage of organizations that use this information in the screening process, more than a quarter (27%) allow job candidates the opportunity to explain questionable information.


Has your organization used online search engines to screen job candidates at any point in the hiring process, or does it plan to do so?

Yes, we used them previously, but do not plan to do so again

No, we never have, but plan to

Yes, we currently use this online tool to screen job candidates

No, we have never used this method and do not plan to do so

4%

9%

34%

53%

5%

9%

26%

59%

2011 2008(n = 417) (n = 381)(n = 417) (n = 381)

Note: Respondents who answered “don’t know” were excluded from this analysis. Total does not equal 100% due to rounding.

Only 26% of organizations indicated using online search engines to screen job candidates during the hiring process—a decline from 2008, when 34% reported using online search engines for this purpose.

Close to two-thirds of organizations (64%) have never used online search engines to screen job candidates or used them in the past but no longer do so.


Has your organization used social networking websites to screen job candidates at any point in the hiring process, or does it plan to do so?

(n = 441)

Yes, we used them previously, but do not plan to do so again

No, we never have, but plan to

Yes, we currently use this online tool to screen job candidates

No, we have never used this method and do not plan to do so

2%

18%

13%

67%

4%

11%

18%

67%

2011 2008(n = 388)

Note: Respondents who answered “don’t know” were excluded from this analysis.

Only 18% of organizations indicated using social networking websites to screen job candidates during the hiring process.

More than two-thirds of organizations (71%) have never used social networking websites to screen job candidates or used them in the past but no longer do so.


Has your organization used social networking websites to screen job candidates at any point in the hiring process or does it plan to do so?

Nonprofit organizations and government agencies are more likely to report not using social networking websites to screen job candidates compared with privately owned for-profit organizations and publicly owned for-profit organizations.

Nonprofit organizations (80%)

Government agencies (78%) > Privately owned for-profit organizations (56%)

Publicly owned for-profit organizations (69%)

Comparison by Organization Sector

Percentage of organizations that do not use social networking websites to screen job candidates


Does your organization currently have a formal or an informal policy regarding the use of social networking websites to screen job candidates?

Yes, we have a formal policy prohibiting the use of these sites

Yes, we have a formal policy allowing the use of these sites

There is no formal policy, but there is an informal policy allowing the use of these sites

There is no formal policy, but there is an informal policy prohibiting the use of these sites

No, there is no formal or informal policy with regards to use of these sites

3%

2%

10%

13%

72%

7%

8%

12%

17%

56%

2011 2008 n = 471n = 531

In 2008, 72% of organizations had no formal or informal policies in place. Today, only 56% have no formal or informal policies in place.


Does your organization currently have a formal or an informal policy regarding the use of social networking websites to screen job candidates?

Compared with smaller organizations, large organizations (more than 25,000 employees) are more likely to have either a formal or an informal policy regarding the use of social networking websites to screen job candidates.

Large organizations(More than 25,000 employees)

Smaller organizations(Fewer than 25,000 employees)>

Number of employees 25,000+ 2,500-24,999 500-2,499 100-499 1-99

Do have a formal policy 16% 9% 6% 2% 11%

Do have an informal policy 34% 14% 17% 16% 13%

Comparison by Organization Staff Size


Does your organization plan to implement a formal policy regarding the use of social networking websites to screen job candidates within the next 12 months?

11%

89%

29%

71%

2011 2008

No

Yes

Note: Only organizations that do not currently have a formal policy regarding the use of social networking websites to screen job candidates were asked this question.

(n = 241) (n = 208)

29% of organizations plan to implement a formal policy in the next 12 months, an increase from 11% in 2008.


Why does your organization not use social networking websites to screen job candidates?

2008(n = 337)

2011(n = 461)

A concern about legal risks/discovering information about protected characteristics (e.g., age, race, gender, religious affiliation)

54% 66%

Inability to verify with confidence the information from an applicant’s social networking page 43% 48%

Information about job candidates taken from these sites may not be relevant to their work-related potential or performance 36% 45%

Not all job candidates have information on social networking sites * 34%

Concerns about invading the privacy of job candidates 40% 33%

Information about job candidates taken from these sites may not be relevant to whether they are a good fit for the organization 26% 33%

It takes too much time and effort in relation to information gained 19% 17%

Job candidates might be less likely to apply if they knew the organization screened job candidates in this manner 9% 7%

Not applicable; my organization does not screen job candidates in any manner whatsoever 4% 4%

Other 16% 8%

Note: Only organizations that do not use social networking websites to screen job candidates were asked this question. Totals do not equal 100% due to multiple responses. * Indicates response option was not available in 2008.

Most common reasons organization

do not use social websites for screening.


Why does your organization use social networking websites to screen job candidates?

Note: Only organizations that do use social networking websites to screen job candidates were asked this question. Total does not equal 100% due to multiple response options.

* Indicates response option was not available.

2008(n = 51)

2011(n = 80)

Ability to obtain more information about an applicant than would be provided by just a resume, cover letter or curriculum vitae

49% 70%

Takes little time and effort in relation to information gained 51% 63%

Ability to assess whether the applicant is a good fit for the organization 26% 34%

Ability to easily verify information from an applicant’s resume, cover letter or curriculum vitae 26% 28%

Ability to assess the applicant’s work-related potential or performance 20% 28%

Less expensive than other methods of screening job candidates 16% 20%

Job candidates include their social networking websites on their resumes * 18%

Other 16% 3%

From the 18% of organization that

claim to use social networking websites

for screening


How often do organizations use online social networking websites to screen job candidates at any point in the hiring process for the targeted job levels?

Never Seldom Occasionally Frequently Always

Executive/upper management (e.g., CEO, CFO) (97 responses)

5% 10% 24% 41% 20%

Other management (e.g., directors, managers) (103 responses)

4% 12% 30% 37% 17%

Nonmanagement salaried employees (105 responses)

10% 16% 32% 26% 16%

Nonmanagement hourly employees(98 responses)

20% 17% 23% 24% 14%

Note: Only organizations that use social networking websites to screen job candidates at any point in the hiring process were asked this question. Total may not equal 100% due to rounding.

Most frequently

targeted job levels


In the past 12 months, has your organization disqualified a job candidate because of information found:

On a job candidate's social networking page (61 Responses)

Through online search engines (53 Respones)

About the job candidate on someone else's social networking page (57 Responses)

No; 70%

No; 85%

No; 96%

Yes; 30%

Yes; 15%

Yes; 4%

No Yes

Note: Only organizations that have used social networking websites or online search engines to screen job candidates were asked this question. Respondents who answered “don’t know” were excluded from this analysis.

Of the few organizations that do use information from online search engines (18%) or social networking websites (26%) to screen candidates, few used this information to disqualify candidates.


When does your organization initiate screening of job candidates using online search engines?

Note: n = 110. Only organizations that use online search engines for screening job candidates were asked this question. This question was not asked in 2008, therefore, no comparison data are available. Total does not equal 100% due to rounding.

Other

After a contingent job offer

After the completion of a job application but before the job interview

Varies by job level

After the job interview but before a job offer

1%

11%

25%

27%

35%


When does your organization initiate screening of job candidates using social networking websites?

(n = 80)

Other

After a contingent job offer

After the completion of a job application but before the job interview

*Varies by job level

After the job interview but before a job offer

6%

8%

41%

37%

5%

1%

26%

33%

35%

2011

2008(n = 51)

Note: Only organizations that use social networking websites for screening job candidates were asked this question. *This response option was not available in 2008. The total for the 2008 data does not equal 100% due to the response option “prior to actually contacting the applicant for the first time” being eliminated from this figure because the option was not offered in 2011.

The most frequently reported time for using online search engines and/or social networking websites for screening a candidate is after the job interview but before the job offer (35%).


Note: n = 80. Only organizations that use social networking websites to screen job candidates were asked this question.

Yes, after the decision to hire or not hire has been made

Yes, after the screening is conducted but prior to the decision to hire or not hire is made

No, not at any time

1%

26%

73%

Does your organization allow job candidates the opportunity to explain questionable information that was found on social networking websites?


The most common social networking websites organizations use to screen job candidates

Note: n = 80. Only organizations that use social networking websites to screen job candidates were asked this question. Total does not equal 100% due to multiple response options.

Other

Second Life

Foursquare

SHRM Connect

Professional or association social networking site other than SHRM Connect

Twitter

MySpace

Facebook

LinkedIn

6%

0%

1%

6%

9%

11%

13%

78%

85%


How often do job candidates include their social networking websites on their resumes?

n = 515

Frequently

Occasionally

Seldom

Never

4%

19%

52%

25%


Demographics: Organization Industry

Industry Percentage

Health care and social assistance 21%

Professional, scientific and technical services 13%

Manufacturing 9%

Public administration 9%

Finance and insurance 8%

Educational services 7%

Consulting 4%

High-tech 4%

Construction, mining, oil and gas 3%

Insurance 3%

Transportation, warehousing (e.g., distribution) 3%

Note: n = 539. Total does not equal 100% due to rounding.


Demographics: Organization Industry (continued)

Industry Percentage

Services—accommodation, food and drinking places 2%

Other services (e.g., other nonprofit, church/religious) 2%

Utilities 2%

Arts, entertainment, recreation 1%

Publishing, broadcasting, other media 1%

Association—professional/trade 1%

Real estate, rental, leasing 1%

Biotech 1%

Telecommunications 1%

Pharmaceutical 1%

Other 2%



Demographics: Organization Sector

Publicly owned for-profit

Privately owned for-profit

Nonprofit organization

Government agency

24%

40%

24%

12%

n = 539


Demographics: Organization Staff Size

12%

19%

32%29%

9%

23



n = 541

U.S.-based operations only 75%

Multinational operations 25%

Single-unit company: A company in which the location and the company are one and the same.

32%

Multi-unit company: A company that has more than one location. 68%

Multi-unit headquarters determines HR policies and practices 51%

Each work location determines HR policies and practices 4%

A combination of both the work location and the multi-unit headquarters determine HR policies and practices

46%

Is your organization a single-unit company or a multi-unit company?

Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both?

Does the organization have U.S.-based operations (business units) only or does it operate multinationally?

n = 530


19% of organizations indicated that employees at their work location were unionized.n = 541

Demographics: Other


Response rate = 18%

Sample consists of 541 randomly selected HR professionals with the

job function of recruiting/staffing.

Margin of error is +/- 4%

Survey fielded December 17, 2010, to February 1, 2011 2008 data taken from SHRM Staffing Research: Online Technologies

and Their Impact on Recruitment Strategies (2008, July–September)

25

Methodology

For more poll findings, visit: www.shrm.org/surveys

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SHRM Survey Findings: The Use of Social Networking Websites and Online Search Engines in Screening Job Candidates

shrm survey findings: the use of social networking websites and online search engines in screening...

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