The post read: “Always wanted to work in porn but don't have the feet for an OnlyFans? Now is your chance." Ofcom apologised in a statement, calling the post "a mistake from a well-intentioned colleague wishing to attract attention to a recruitment post".
It's important for business leaders to remind employees of their social media guidelines, explained Lee Higgins, founder of the recruitment firm Diverse Talent Networks. “So many people in organisations now feel that their LinkedIn posts are a chance for them to influence, which can be very dangerous,” Higgins told HR magazine.
“Employees don’t always consult their social media guidelines before posting.”
According to Higgins, the case demonstrates how damaging social media recruitment can be to employers’ brands, if used incorrectly.
He said: “You need strict guidelines in place on what is acceptable for employees to post, and a clear framework to follow. Those guidelines need to be taken seriously.
Read more: Is social media the key to recruiting young people?
“It’s about educating employers on the dangers of their employees just posting without thinking of the impact it could have on people from different backgrounds as well as the organisation they work for.”
The professional who posted the job advert later edited the post to add: “I wanted to hold my hands up and apologise for the post below. [...] I’m really serious about getting a great person into this role and the original post was an attempt to drive people to the job ad. However, it was poorly judged and I apologise for the offence I’ve caused.”
The informality of social media can influence the tone of job postings, which can be unhelpful to candidates, added Khyati Sundaram, CEO of ethical hiring platform, Applied.
Speaking to HR magazine, she commented: “Posting job adverts on social media is common practice and can be a good way to attract talent. However, it's important not to let the medium's informality influence the tone or style of job postings.
Read more: Reeves accused of embellishing experience after editing LinkedIn
“Job adverts should be clear and informative, focusing on the key skills required for a role, along with the salary and company benefits. This approach is more inclusive, helps job seekers determine whether the role is a good fit (leading to more suitable candidates for employers) and enables them to prepare effectively. Crucially, it won't put the company's reputation at risk.”
Ruth Cornish, founder of Amelore HR consultancy, emphasised that mistakes can be made on any platform: “For me, this gaffe is less about social media being legitimately used for recruitment and more about unprofessional conduct from someone senior who should have known better," she told HR magazine.
She added: “If a gaffe occurs, organisations must act fast, both in refuting the post or getting it removed but also in terms of investigating and discipling the individual. And then reinforcing standards and expectations around social media usage to all.”
