Use of social media in employment,night jobs near me,walmart local jobs hiring,ad agencies in seattle - Plans Download

23.05.2015
Utilizing social media channels for recruitment, specifically LinkedIn, Facebook and Twitter, have proven to yield positive results. Furthermore, websites, social media and other communication tools need to be redesigned to deliver a personalized, customized experience to the candidate and go so far as to invite them into conversations with current employees, says Kevin Wheeler, President and Founder of Global Learning Resources, Inc. In January, I put together a list of seven of the top trends in background screening and employment qualification specifically in the healthcare industry. While the use of social media in employment screening has gained popularity among employers, it can place your organization under considerable risk for litigation. After attending my first National Association Medical Staff Services (NAMSS) Educational Conference in New Orleans, I published my recap from last year’s sessions, including the motivational keynote presentation by Dr. The use of social media, particularly LinkedIn, has increasingly been utilized as a recruiting tool for companies.
As organizations decide to employ Instagram for recruiting purposes, they should consider the following employment bylaws. As aforementioned, younger teens and adults serve as the majority of users on Instagram; therefore, you should expect those who present themselves as applicants from Instagram will often be in the twenty-something demographic.
While getting started with social media can be scary, having a successful social media strategy can help you meet your hiring goals. Targeted Recruiting – While you can increase the diversity of your pool through venues like social media, for example, targeted recruiting should only supplement (and not supplant) your general pool. In March 2014, the EEOC held a public meeting on social media in the workplace, and its impact on the enforcement of equal employment opportunity laws.
Determine Who Owns The Device – While allowing your employees to use their own devices to access business information such as work e-mail can be cheap, Boulette reminds employers to think ahead and consider what happens after employment. Employers who implemented social recruiting have seen improvements in quality and quantity of candidates, time-to-hire and employee referrals. Redesign should include making sure your website and job application site aren’t only mobile friendly or responsive, but also appealing, easy to use and effective. Using your talent acquisition and social media platform can help you gain insightful metrics that will help you understand where your top candidates originate. In this part, she discusses the methods healthcare employers can use to enforce their employment drug testing policy.
This is unsurprising, as the healthcare worker drug and substance abuse problem was highly publicized by the media after an April 2014 report found that 100,000 healthcare professionals abuse or are dependent on prescription drugs in a given year.


This article discusses the findings from a 2013 Society for Human Resource Management (SHRM) and the six red flags employers can uncover through social media. According to an article published by Fisher & Phillips, 74 percent of all Internet users are on some form of social media channel, including Instagram. The bottom line is that employers should use Instagram as but one tool in their recruitment strategy. With most healthcare organizations’ risk aversion, getting executive buy-in for social media can be challenging for HR.
Kuhns explained that with social media, healthcare organizations can empower their employees to be brand ambassadors. According to the latest studies, over 40% of employment-related searches are now performed on mobile devices. You can either have a responsive architecture design to your site, which rearranges the content on the page depending on the user’s screen size. Equal Employment Opportunity Commission (EEOC) is one of the major regulatory agencies affecting employers in any field, not just within the healthcare arena.
If social media isn’t already part of your recruiting strategy, I would certainly consider it a worthwhile objective in 2014 and beyond.
Make sure you provide your coders with a foundation on anatomy and physiology and use your initial assessment results to tailor the program to each staff member. In the complex world of healthcare, however, there certain threats that social media poses, even by way of careless actions on behalf of an employee. According to a recent survey shared by CareerBuilder, 86 percent of active candidates use their smartphone to begin a job search and 70 percent prefer to apply via mobile. As we look forward to another great year of best practices for healthcare compliance, HR, and medical staff services teams, here’s a look back at the top ten most-read PreCheck Blog posts from 2014. Here are five things medical services professionals should keep in mind for a successful 2015. Since 2011, the number of Instagram users has ballooned from 10 million users to over 150 million—an astronomical rise fueled by younger teens and adults. Kuhns, however, is an advocate for social media and reminds us that the world of effective HR has changed.
Employers, therefore, should be careful before using social media for hiring practices, as it could expose employers to more information than legally allowed to ask during interviews.


It was interesting to see that a handful of conference attendees shared they had either terminated or disciplined an employee because of a social media issue. Marketing professionals continuously respond and engage with clients and prospects via social media on an ongoing basis, and recruiters should employ the same methods and ideology to promote their organization’s brand. It comes at no surprise that 90 percent of Instagram users are under the age of 35, since it’s geared toward a much younger demographic. Also, make sure that you have the right tools and processes in place to make the most out of your social media recruiting efforts. This is important because there are now 34 states that have a State Medicaid Exclusion List, separate from the OIG LEIE. Due to its proven success, 73 percent of recruiters plan to increase their investment in social recruiting this year to meet their hiring needs, according to a Social Recruiting Survey by Jobvite. Several years ago, 42 percent of social media users claimed that Facebook was their social media channel of choice; today that number stands at only 23 percent, decreasing to nearly half.
Having a strong social media presence can be an asset and differentiator for your healthcare organization.
Applicant tracking systems, like PreCheck’s integrated background check solution with HRsoft, can seamlessly publish your job postings on social media channels to find candidates where they are.
So if your current exclusion screening program is not checking any of the publicly available State Medicaid Exclusion Lists, you are placing your healthcare organization at risk. If your employees are not mindful of what they post on their social media profiles, they could be disclosing personal health information (PHI). Research has indicated that 29% of job seekers use social media as their primary tool for job searching, so by neglecting this digital channel your organization could be potentially dismissing a third of your candidate pool.
Simply checking the OIG LEIE is no longer enough to mitigate risk for your organization—in some cases, it may take as much as two years before an excluded individual on a State Medicaid Exclusion List makes its way into the OIG LEIE. The Federation of State Medical Boards recently issued guidance on the appropriate use of social media in the medical practice, which is a great resource as you consider writing a policy for your organization.



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