The Dark Side of Social Media Screening Technology

Social media screening is something that makes us paused for a second to think. We can’t imagine our lives without social media platforms anymore. It is undoubtedly an incredible way to connect with other people. But it has so much information and data, that is can be put to scrutiny for fact-checking.

Fasten your seat belts, it’s dark here

Social media makes us think about the authenticity of all the information that is available. When we all willingly or unwillingly create assumptions by just looking at social media images. It is also negatively influencing minds.

Social media screening tools for personality assessment became popular among many organizations. The bigger question is what if the person is different from what social media account is entailing.

This article attempts to reveal the “dark side” of the moon that they call social media screening. Next time, maybe you can reconsider using social media as a recruitment tool or simply relying on the algorithms.

The truth behind social media screening

Let’s just discuss the elephant in the room. What if it’s nothing but a pile of made up misinformation? Every day people are becoming more used to social media networking sites like Facebook, Instagram, Snapchat, Twitter, and LinkedIn.

Companies do not shy away from sliding into DMs to hunt future employees. Yes, it’s a thing. Social media screening can be deceiving and we want you to pay attention before you go and check your “screen time.”

The myth of Nontraditional recruitment

Is it just a fallacy that companies are moving away from conventional hiring methods to social media hiring? While it’s great that most of the organizations are becoming more progressive and tech-oriented.

Recent studies show the method prefers those who are more active on social media rather than the ones who actually have qualifications and deserve to be at certain positions.

Sometimes, it happens that people don’t even get the chance to be in the job interview owing to the flaw in the screening mechanism. The tools for collecting job resumes and applications pushed someone’s CV on top with verbiage, and just want you to want to hear. (Never doubt the power of thesaurus)

Click for self-worth

Do you know? Many companies are using AI-empowered face screening tools for assessment during the recruitment process. Yes, Social media screening also involves the use of face screening tools for assessment methods. Please don’t doubt our intention; we are all up for technology and the latest tools.
But, we also know that many big organizations prefer quality over quantity. They are not sitting on social media defining themselves, rather they are on a mission to work and generate more value. Similarly, the use of logic will help you decide that self-worth is not hidden in “likes” and “comments.” It all comes down to one who gets the work done.

The dark side of social media screening

Its great initiative to share helpful information on social media accounts whether it’s a picture about your work from a home desk, achievement certificates, stance on world issues, or your strong skills.

The social media screening limits the potential of individuals. Because, if you are going to simply judge the job applicant by looking at their professional social media presence, that really requires some rethinking.
Social media platforms pave the way for new opportunities and help employers to save the cost of recruitment and ads. Now you can directly post an application or contact the potential candidate through social media accounts. Yet, its dark side cannot be hidden behind all the flashy play cards and banners.

1. There are so many important things that usually go unnoticed. For instance:
2. Privacy concerns of employees, who feel uncomfortable with all the spying and checking.
3. Social media algorithms keep changing, it can show you “active internet users” but not the right candidate.
4. The fear of missing or inaccurate information keeps hovering over our heads. It could be discriminatory to deserving candidates.
5. The accuracy to gauge someone’s personality through social media screening is not only debatable but has an unethical shade to it.

For instance, if you are going to hire a content manager through social media screening. It is possible that by now they have improved on their skills, but you might end up reading an article when they first started off

Last two cents on social media screening

The notion of the dark side of social media screening is being debated all over the internet. But it has also become tougher for many organizations and companies to streamline the recruiting processes, screening tests, and assessment methods. Some of the companies and HR professionals use the tools to gather information with help from data scientists, analysts, and recruiting experts.
There are so many tools like AI solutions for recruiting and social media screening tools. They can help you to manage the recruiting process in a less challenging way with all the help from technology.

We at vteams understand the darker side, and we believe in using technology for a better future of the world at large.
So if you have any questions or confusion. Feel free to call us if you have any queries. ( Even if you have an idea to build a tool for screening)