"That doesn't surprise me," said Sara Staley
"The generations that are coming into the workforce are more technologically oriented than previous generations and the Internet and social media sites are where [hiring managers] and recruiters will source their candidates moving forward."
Staley is the Bentonville and Rogers branch manager for Staffmark Investment LLC, an employment staffing company with more than 300 locations in 31 states.
The company's aim is to act as a matchmaker between jobseekers and employers and as such, sees a large share of paper applications and conducts countless interviews.
says the kind of personal information found on Facebook
, Twitter or MySpace is irrelevant.
"I don't think that whatever somebody puts on [his or her] Facebook
page should affect [his or her] skill set or whether or not [he or she] is capable of doing a job," she
"It's not a practice we use.
I can't speak for all Staffmark offices.
Everybody is different in the way they source candidates, but I don't think that technique would be something we would utilize."
did add that she
would feel comfortable going to a job applicant's LinkedIn profile because it's not as much personal as it is business oriented.