RECRUITMENT PROCESS
India - Jobseekers should exercise discretion when uploading personal information on online social networking sites because it may very well thwart their chances at employment.
Nandita Gurjar, HR head of Infosys Technologies, said hiring is a very subjective process and rejection of a candidate can be based on one's online social networking activities, reported The Times of India. It's common for HR practitioners now to run pre-employment checks on job candidates by searching through their profiles on sites such as Facebook, Twitter, Orkut, MySpace and LinkedIn. They would usually screen through candidates' LinkedIn profiles for those applying for mid and senior management positions.
Ajay Trehan, founder and CEO of background screening firm Authbridge, said a client rejected a candidate who applied for a director's position because there was an inconsistency in his year of graduation. The truth was revealed when the candidate's company records were compared to those of his LinkedIn profile.
In another case, Vineeta Singh, director of HR solutions firm Quetzal Verify, disqualified a job applicant for the job after sniffing out a fight he was involved in from an obscure online news portal.
Madan Padaki, CEO of skill assessment firm MeriTrack said the trend "started with IT hiring, but is spreading to other industry verticals".
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