Recruiters admit to snooping on candidates

Prepping prior to interviewing your candidate is important – identifying unique areas on their CV will help to garner potential information that could boost their chances, puts them at ease and shows you’re interested in them as a person.

Yet according to totaljobs research, three-quarters of recruiters admit to checking their candidate’s social media as part of ‘interview preparation’ and a whopping 70% admitted to spending less than an hour preparing for an interview.

However, just 36% of candidates expect their social media to be screened. But they should - according to a recent Yougov study, one in five employers had rejected a candidate because of their online posts. Rudy Sooprayen, Associate Director, YouGov Omnibus comments on the controversial decision to take social media into account: “While you can argue whether someone’s personal social media channels should be fair game when they are applying for jobs, the fact is that a lot of organisations are looking at candidates’ online activity.

She warns that applicants need to take as much care with their Facebook and LinkedIn profiles as they do with their CVs and covering letters. 88% of recruiters agree that candidates should spend more time prepping, such as researching the company, thinking of questions to ask the employer (81%) and re-reading the job description (75%), according to the totaljobs survey. 34% of candidates admitted to putting in three hours of work to deliver a solid interview.

Yet, just over half (57%) of employers say that they always offer feedback after interviews. Just six per cent of candidates say they always receive feedback, with just 15% saying they receive it ‘most of the time’. Regardless of the outcome, 95% of candidates want feedback, with 79% wanting to know their mistakes in order to improve. However, just 33% have received feedback on their mistakes.

Totaljobs HR Director, David Clift, comments: “Employers and candidates also seem to have vastly different experiences when it comes to feedback. Candidates can’t be expected to refine their interview technique without being told what they’re doing well and what they need to work on. 70% of candidates told us that they take the feedback on board, and apply it in future interviews, suggesting that with more in-depth feedback, we may be able to improve the process for all parties.”

Comments (0)