It has become increasingly common for employers to check the social media profiles of potential new starters, but there are benefits and risks associated with this policy.
Background checks that consider the social media of applicants often reveal information not found through traditional screening methods such as employment history checks, right to work or DBS checks. Such checks may happen during and after interviewing an applicant.
Although, it may be completely innocent, employers should consider that searching profiles of applicants on public social media platforms without any regard for compliance could be illegal.
The Importance of Social Media Background checks
+ Reveal more information about a candidate compared to a traditional job interview
+ Can validate or question a candidate’s academic achievements and qualifications
+ Often searches can be customised, to screen candidates based on a certain criterion
+ Publicly available information is obtained through a structured process
+ Helps to create a positive picture of a candidate, based upon their personality, passions, and culture, which may align well with the job and company ethos
+ Provides valid information about a candidate’s skills and competencies
+ May reveal incriminating, unsavoury, or misleading information about a candidate, which contradicts their application
Here are the some of the guidelines that should be followed as part of your recruitment process:
Legal and Ethical Concerns:
While checking social media profiles can provide insight into a candidate's personality and behaviour, it is crucial to be aware of legal and ethical considerations. For example, accessing certain information, such as age, religion, or political affiliation, could lead to discrimination claims if it influences hiring decisions.
Consistency and Fairness:
If you are going to check the social media profiles of one candidate, it is important to do so for all candidates applying for the same position. Inconsistency in this practice could be seen as unfair treatment. Do not carry out background checks on people on an ad-hoc basis or just because you suspect someone of something maligned.
Timing:
Do not conduct screening at the beginning of the process, and instead leave until you are close to making a final hiring decision, this avoids claims that social media influenced the hiring decision.
Relevance:
Focus on information that is relevant to the job and the company culture. Personal hobbies and interests may not be as important as professional qualifications and experience. If using a hiring agency provide them with clear guidance about what you want to know, and what you do not, in all cases leave the background screening process to HR professionals.
Accuracy and Context:
Remember that social media posts may not always accurately reflect a person's character or beliefs. Context matters—what might seem inappropriate out of context could be harmless or misinterpreted.
Transparency:
It is a good practice to inform candidates that their social media profiles may be checked as part of the hiring process. This promotes transparency and allows candidates to review their own profiles for any inappropriate content. Look at publicly available pages only and never request an applicant’s social media password that would breach GDPR and potential legal proceedings.
Use as a Supplementary Tool:
Social media should be used as a supplementary tool in the hiring process, not as the sole basis for decision-making. It can provide additional insights but should be considered alongside other factors, such as interviews, references, and work experience.
Although checking social media can provide valuable information about a candidate, it should be approached with caution and within the boundaries of legality and fairness. If you would like assistance with your companies screening process, then contact us using the form below.
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