Employer’s approach to social media access at work is increasingly impacting on whether or not a candidate will accept a job, according to recent findings by global recruitment specialist Hays.


The latest figures show that one in five candidates would turn down a job if they felt they did not have reasonable access to sites such as Facebook at work.


The findings were published in Hays’ latest white paper, titled Tomorrow’s Workforce, which examines four key issues affecting the future of the country’s workforce: the advancement in technology, globalisation of the jobs market, diversity and the rise of the ‘orange collar’ worker. More than 870 employers and candidates were surveyed by Hays for the white paper.



The survey results suggest that employees now and in the future will expect to be allowed a reasonable access to social media websites during the work day for personal use. It also revealed that half of those surveyed access social media for personal reasons at work.


Employers seem to agree with the expectations of candidates – 44.3 per cent believe that allowing employees to access social media at work will improve their retention levels. Already one third (33.2 per cent) allow their employees access at work, while 43.2 per cent allow limited access. Just 23.7 per cent allow no access at work. 


“It is important to have a social media policy covering how social media is used for work-related matters, the use of it for personal matters at work, and what employees can and cannot say about your organisation in the social media world,” says Nick Deligiannis, Managing Director of Hays in Australia.


“If access to social media sites is allowed during working hours, the purpose of access should be made clear as should the acceptable level of use.”


Hays has made the following suggestions for social media policies:

  • Spell out how social media should be used during work hours and if it will be monitored;
  • Make it clear that company email accounts should not be used to sign up for social media sites used for personal reasons;
  • You can request that work-related complaints are brought to the attention of the appropriate internal person rather than made via social media; and
  • Explain how misuse of social media will be dealt with.


The white paper can be found here