Archive for the ‘Social Media’ Category

Your HR Questions Answered

Tuesday, January 24th, 2017

Every month, we answer HR questions and give the best advice to our readers and followers.

Q: We have a sales manager who has a very large contact list in his LinkedIn profile which he uses for sales development. He has now handed in his notice – can we insist that he gives us all his contact details?

A: This is a very contentious issue and we would suggest that you inform him that he has an obligation to give you all his contacts as he has been working with them for your Company. In the future, we strongly recommend that you develop a separate LinkedIn policy which will apply to all employees, and you might also want to set up a new LinkedIn profile for sales employees when they join the Company and you then have definite ownership, we often see companies paying for a premium LinkedIn account for sales employees so that they have clearer ownership of the contacts.

If you need advice on HR issues, drop us an email at or contact the office for any additional information 01-5252914.

Checking candidate’s social media – are there risks?

Thursday, August 25th, 2016

You have applied for an exciting new job and are at final interview stage. However, you recently tweeted a controversial tweet – could this affect your chances of getting the position? A lot of employers would say yes because they are actively checking candidate social media sites – including Twitter, Facebook, Instagram etc.

New Apps such as ‘Charlie’ and ‘Crystal knows’ (widely used in U.S.) are being utilised more by employers in UK. Charlie checks your calendar and then combs through hundreds of online courses before sending a one-page document giving the lowdown on all the people you are due to meet that day. Crystal Knows analyses public data – but these Apps are only the start of this ‘social media information industry’ – and we will see more Apps developing to give us even more information on individuals and organisations in the future.

The war for talent will drive this opportunity – as companies try to source, attract and analyse candidates as to their ‘fit’ into the company – cultural fit is becoming more and more important – particularily when employers need to look at more diverse applications.

David D’Souza, Head of London CIPD, states that there are obvious concerns around people using technology to aggregate information in a way that they would never have envisaged it being used. Obviously LinkedIn is a useful professional social media tool for employers, and is a very legitimate method to check individuals. However, Facebook is not a professional business site – it is a personal social media site that is not intended for use as a recruitment screening tool, and it’s use in that context is a worrying trend.

In terms of data protection, any information posted on social media is available to employers, so the advice to employers is to use social media knowledge in a professional and fair manner, whilst potential employees should always take the view that any social media inputs should be uploaded very carefully, with privacy settings being checked regularly, and any controversial photos or tweets being uploaded with the knowledge that they may be viewed in the future.