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Social media use in hiring refers to the examination by employers of job applicants' (public) social media profiles as part of the hiring assessment. For example, the vast majority of Fortune 500 companies use social media as a tool to screen prospective employees and as a tool for talent acquisition. [1] This practice raises ethical questions.
The practice of social media background checks has seen a significant surge in the last decade. [5] This rise can be attributed to the exponential increase in social media users and the growing awareness among organizations regarding the importance of hiring individuals who align with their values and culture. [6]
Social recruiting (social hiring or social media recruitment) is recruiting candidates by using social platforms as talent databases or for advertising. Social recruiting uses social media profiles, blogs, and other Internet sites to find information on candidates. [ 1 ]
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In order to make job openings known to potential candidates, companies will usually advertise their job in a number of ways. This can include advertising in local newspapers, journals, and online. [29] Research has argued that social media networks offer job seekers and recruiters the opportunity to connect with other professionals cheaply.
The Congressional Research Service defines the "gig economy" as: the collection of markets that match providers to consumers on a gig (or job) basis in support of on-demand commerce. In the basic model, gig workers enter into formal agreements with on-demand companies to provide services to company's clients.
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