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Will Taking a Break from Social Media Make You Happier

 

Many people have touted that taking a break from social media actually improved their moods. In fact, one company even offered people $100,000 in exchange for giving up their smartphone for a year, a move that would certainly lower a person’s use of social media.

Thanks to data scandals and news about propaganda appearing on social media pages, interest in digital detoxes seems to be growing. However, even if other people say that giving up social media was a good move, does that mean it will make you happier? Before you ditch your accounts, here is what you need to know.

 

You Will Have More Time

In 2018, one study said that the average American adult spent around 45 minutes each day (that’s more than 5 hours a week) on social media. Another estimated showed that the average person will spend over five years of their lives on the platforms.

By giving up social media, even for a short time, you are almost guaranteed to end up with more time for other activities. Often, people spend more time with friends and family by going on a social media detox, something that can be incredibly beneficial for relationship building or maintenance and, ultimately, happiness.

 

You Avoid Negative Influences

Social media is not always good for the psyche. There are a lot of negative influences a person may encounter when on popular sites like Facebook, Twitter, Instagram, and YouTube, and taking a break means you eliminate them from your daily routine.

For example, reading Facebook posts about another person’s success can actually make you feel worse, triggering the jealousy if you think they have more than you. Posts depicting perfect bodies, lives, vacations, or even meals may leave you disheartened, worried that your life does not measure up. This can create a sense of pressure - fearing that you need to somehow do better if you want to be successful - even if your life is pretty enviable in its own right.

Political infighting is another influence that isn’t always beneficial to your well-being. Even if you do not take part in the discussions, watching friends and family members tear each other down for their politics can be painful. Even crossing paths with the random rantings of someone you do not know well can be damaging.

Ultimately, your brain reacts to every post you see, and not all of the responses are beneficial. By taking a break from social media, you get to remove these influences from your life, and many people who do report that they are happier for it. Plus, many of them do not miss social media as much as they expected to, and some even choose to keep their consumption lower after the fact as a result.

Now, there is no guarantee that taking a break from social media will make you happier. However, it is an easy experiment to run in your own life, and the risk of doing so is essentially zero.

 

Looking for a New Job? Contact the Recruiters at The Armada Group!

If you’d like to learn more, the professionals at The Armada Group can help. Contact us with your questions today and see how our social media expertise can benefit you.

 

Social Media

 

Social media screening has become increasingly popular with companies. Traditionally, it’s used to find additional information about candidates beyond what is contained on their resumes including as a way to learn details that reflect a job seeker’s beliefs and personality.

 

While social media screening can be beneficial, the approach also comes with some drawbacks. Here are some of the pros and cons of using social media screening to find your ideal candidate.

 

Pro: More Than a Resume

By design, a resume is a fairly short document, usually being limited to one or two pages. Even if the applicant provides a cover letter, you’re only getting a glimpse into their skills, abilities, and experiences.

 

Social media screening is a great tool for learning about a job seeker’s capabilities beyond what can be expressed in a resume. You may find blog posts that highlight their knowledge as well as their skill with the written word. Information about less applicable, though still potentially valuable, skills may also be readily available. Portfolios of past work may also be accessible through their social media pages.

 

By screening their social media accounts, you can learn a lot of helpful information about who a candidate is as a professional, giving you a better ideal if you want to continue considering them for the role.

 

Con: Protected Status Details

Most social media users reveal a significant amount of information on their profiles, including items that could associate them with a protected group. For example, a person’s picture may allow you to determine their national origin, race, gender, and approximate age. Posts or affiliation with certain groups may relate to a disability they have or religious preferences.

 

Even if you did not intend to find these details, using them in a hiring decision could be viewed as discrimination. This could lead to a lawsuit or other forms of legal trouble.

 

 

Pro: Spotting Red Flags Early

While perusing through an applicant’s social media profiles, you may discover behaviors or incidents that show the person might not be the ideal employee. Posts that include racist or sexist remarks should be considered a red flag. Images that show irresponsible behavior or messages that speak poorly of their current employer are also warning signs. Even poor writing skills may suggest you may want to move on to another candidate, especially if written communication is a substantial part of the job.

 

Con: Equal Opportunity Concerns

A large portion of the popular maintains social media accounts. However, not everyone takes part in social media, and some of the reasoning is both logical and justifiable. If a lack of active accounts or profiles leads you to discard a candidate, then the job seeker may be inclined to file a lawsuit over that decision.

 

If you do use social media screening, ensuring that those who don’t maintain a presence aren’t immediately cut from contention is a must. Otherwise, you might not only open yourself up to a lawsuit but could also miss out on a great candidate.

 

Ultimately, social media screening can be a powerful tool, but it needs to be managed wisely and should only be a small part of the larger process. If you are interested in learning more or are seeking candidates for your vacant positions, the skilled professionals at The Armada Group can help. Contact us to discuss your business needs today and see how our services can benefit you.

 

 

Published in Recruiting

10 Social Media

 

The majority of IT professionals have embraced at least one social media platform. Whether it’s an account on LinkedIn created to help their career, a Facebook profile to connect with friends and family, or a Twitter account to find and share interesting news, social media use is prolific. But, it is important to recognize that all of the accounts may be searched when you are applying for a new position, as most employers scan these sites with screening candidates. And how you manage your profiles can make the difference between landing the job and being passed over. To help ensure you’ve got everything in order, here’s what you need to know.

Employers Expect and Online Presence

Some job seekers decided to avoid the risks associated with poorly managed social media profiles by not having one at all. While this approach may have worked in the earlier days of these platforms, it isn’t necessarily acceptable today.

 

Based on a recent survey, over half of all hiring managers would choose not to pursue candidates who don’t have online presences. That means your application would end up on the discard pile just because you can’t be found on popular platforms. In the end, that means having at least on professional social media profile could be considered mandatory. If you don’t have one now, consider starting with a site like LinkedIn. Otherwise, you might get passed over regardless of what else you have to offer.

Content Control is a Necessity

Questionable content on your social media profile is one of the easiest ways to eliminate yourself from contention for a new position. Organizations are putting increased energy into managing their company culture, so signs that a person might not have the right traits for their teams won’t be overlooked.

 

Posts and photographs that are provocative or suggest you may discriminate against a specific race, religion, or gender are all considered red flags by hiring managers. Similarly, evidence of excessive alcohol or drug use, as well as potentially illegal activity, can end your status as a potential candidate.

 

Further, hiring managers are going to be concerned with they see posts or images that badmouth your past employers or co-workers as these suggest you may have a negative attitude or a challenging to have in the office. Additionally, indications that you’ve shared confidential or proprietary details about your current or previous work may have them worried about your ability to keep their information private.

 

Finally, you need to be aware of your spelling, grammar, and word choice. Failing to write in a coherent manner, especially on professional profiles, may suggest you lack certain written communication skills. While not every post needs to be fully professional quality, doing some basic edits can ensure you make a better impression even when the content is casual.

 

If you would like to learn more about how your social media profiles are viewed by employers or are interested in working with professional recruiters during your job search, the team at The Armada Group is here is assist. Contact us to schedule time with one of our skilled team members and see how our services can help you find the right opportunity for you.

 

Published in Hiring Managers

Why Its Crucial To Check Out Candidates Social Media Profiles

When candidates send in a resume and answer questions at interviews, they do their best to present themselves in a good light. Answers are rehearsed, and even questions like "What is your greatest weakness" have canned answers that subtly put a positive shine on the candidate.

Cutting through the spin means finding out things the candidates won't tell you directly. One way to do that is through speaking to references. The problem with references, though, is that they're pre-selected by the candidate and you can be pretty sure they'll also paint a positive picture. Even if a reference wanted to present a complete picture of the candidate, faults and all, corporate policies often prevent them from doing anything more than confirming dates of employment.

So you have to do a little digging to find out more about the candidate. Background checks have their place, but they tend to focus on big issues like criminal records or lies about earned degrees. Sometimes it's the smaller things in how a candidate conducts themselves in their normal lives that will impact your organization.

Fortunately, these days it's easy to observe a candidate's behavior outside the interview room. Candidates put their uncensored selves online in social media like Facebook and Twitter. More than half of employers looked at candidates' profiles. Should you? Here are the kinds of things you might find out.

The candidate brags about drug or alcohol use.

If your company has a serious drug-free policy, anecdotes about illegal substance use should throw up a red flag.

The candidate expresses intolerant opinions.

Everyone's entitled to their opinion, but you need to maintain a non-hostile workplace. A candidate who puts racist or sexist opinions on their profile may bring them to the workplace, placing you at legal risk.

The candidate bad-mouths their current employer.

If you hire this person, your company becomes their current employer. Do you want them publicly posting negative opinions about your business?

Not everything you learn from a social media profile should factor into a hiring decision. Social pages often reveal things like marital status or religious affiliation, neither of which should be used as part of the candidate review. But hopefully you'll identify some positive characteristics of the candidate from their profile that didn't come up during an interview, such as their active participation in a charity.

Don't forget to review the candidates' profiles on professionally oriented social media sites like LinkedIn as well. Profiles there should appear professional and support the candidates' qualifications. If you can't find a profile for the candidate, that's a significant sign as well.

Hiring decisions should be based on a well-rounded picture of the candidate. Today's social media sites can help paint a large piece of that picture. Combining a review of a candidate's social media activity with their credentials and formal qualifications can help you understand what the candidate will bring to the office and help you make the best possible hiring decision.

Published in Hiring Managers