An inappropriate photo, a wrong opinion or an out-of-place comment on social networks can lead to personal, legal and even professional problems, because during a selection process or in the development of your work, your name and company name are exposed. It is advisable to use only professional social networks like Linkedin for a selection process, because this is a social network of work, there you can find job information, experience, skills and references of candidates who apply for the vacancies offered by the organization.
Even so, 'verification of personal social networks for candidates is NOT recommended, because what can be found in them is not the same in professional terms. The truth is that social networks can give a first impression of the candidates and that is why the aspirant to a job or the worker must be careful with what he publishes and also with what others publish of him. In the eyes of some psychologists, their presence in social networks is not alien to the personal and professional.
If you are in the job search, the important thing is to show your best image everywhere, including the networks, because, for example, the photos are given the first impression to the companies and there they are known, but not many companies are given the task of looking at the social networks in the selection process, because you do not have the necessary time. Register or update your resume on our portal and get a new job. While it is not recommendable to look at personal social networks, as it may be invasive, psychologists opt for professional networks to do verifications.
This filter of personal social networks is not a reliable evaluation parameter, because there can not verify or validate the job performance or the competencies of the candidates, but by them is provided information on the tastes and pastimes of people, but this is not a common practice. Social networks are not yet configured as a 100 percent reliable means of deciding whether a candidate meets an organization's professional requirements to successfully fulfill a position.
Recruitment processes are based on competency interviews, analyzing work experience, studies and certifications, soft skills and techniques, among other tests. Personality aspects, say experts, should be measured through other means that exclude social networks, for example, psycho-technical tests.