Final answer:
As a manager, I would consider using social media and online searches to screen applicants, with careful consideration of privacy and relevance to the job. Professional platforms such as LinkedIn offer an insight into candidates' qualifications. Ethical considerations and privacy laws will guide the screening process.
Step-by-step explanation:
If I were a manager, I would consider utilizing social media and online searches as part of the screening process for applicants. This decision would be influenced by the nature of the job and the industry. In today's job market, an online presence can significantly complement a candidate's resume and interview skills. Platforms like LinkedIn are not only used for networking but also for showcasing one's professional accomplishments and work history. However, it's crucial to maintain a balance to ensure privacy and fairness in the hiring process, while also verifying that the information gathered is relevant to the job role.
Using social media responsibly involves following certain guidelines such as focusing on professional platforms and ensuring that any information used in decision-making is job-related. As job seekers use social networking sites for job searching, it is reasonable for employers to do the same in reverse. It would be essential to keep in mind ethical considerations and privacy laws to avoid any potential discrimination or bias in hiring practices. In addition, job search campaigns that focus on reaching key decision-makers could be highly effective for both job seekers and employers looking to hire the best candidates.