As reported by the website ACAS “Employers are increasingly using social media to recruit staff. It has become much more than just another channel for listing job vacancies, and is changing how some employers approach recruitment”.
This basically means that “Managing performance can also bring challenges for employers in how they supervise employees’ performance. For example, employers may be concerned that some employees spend too long using company computers for personal reasons, such as sending emails to friends, updating social network accounts, or browsing and shopping online”.
From a recruiting point of view, in general, employers want to get the best candidate.
There are different ways to choose the best employee, for example through social media websites, local newspapers, Jobcenter Plus, recruitment agency.
Advertising a job position through different channels will help the recruiter to find as many different candidates background as possible.
If your workforce mirrors the community and reality you are living in and collaborating with, you’ll satisfy the clients’ needs on a 360 level.
The law protects employees for discrimination based on age, disability, gender change, marriage and civil partnership, pregnancy and maternity, background, religion or believes, sex and sex orientation. These are called protected categories.
It’s also very important for the employers to take in consideration how to reach potential candidates that don’t use social media. Or whether evaluate candidates based on their Facebook profile.
Developing some guideline on the social media use at work
Each organisation will probably have different rules on this theme. It could be, although, quite useful to set some guidelines in regards. For example, it is allowed to use social media during the tea break or during the lunch break. It would be highly recommended to take in consideration the employees’ point of view and/or the or the union representatives.