Social media is no longer just a platform for sharing vacation photos or cat videos. For HR professionals and hiring managers, it’s turned into a valuable tool for gleaning insights about candidates beyond their resumes. However, with great power comes great responsibility. The ethical considerations and potential risks of social media screening can’t be ignored.
This blog will explore what social media screening entails, the ethical and legal boundaries to consider, and best practices for using it responsibly in the hiring process.
What is Social Media Screening?
Social media screening involves reviewing a candidate’s publicly accessible social media profiles to supplement recruitment decisions. From LinkedIn to Instagram, platforms reveal aspects of a candidate’s personality, communication style, and interests that might not be apparent in a traditional interview.
For example:
- LinkedIn can highlight professional achievements or endorsements.
- Twitter might show thought leadership or communication skills.
- Instagram or Facebook may provide insight into their personality and hobbies.
While these glimpses can be useful, it’s crucial to tread carefully. The line between relevant professional insight and unfair assumptions is thin but critical.
The Ethics of Social Media Screening
Balancing Relevance with Respect
The first ethical question is simple yet profound: Is it fair to judge a candidate based on their social media presence? Employers must differentiate between behavior relevant to the job and personal opinions that hold no bearing on professional capability.
For instance:
- If a candidate posts about their weekend hike, does it reflect their teamwork ability?
- On the other hand, if their blog displays knowledge about industry trends, it could demonstrate thought leadership.
Remaining mindful of boundaries is essential. What people share on personal platforms might not be meant for professional scrutiny.
The Risk of Bias
Social media profiles often display a candidate’s race, religion, political stance, or other personal information that might inadvertently influence hiring decisions. To avoid unconscious bias, HR professionals must ensure that the evaluation remains objective and rooted in job-relevant criteria.
Example:
If a recruiter notices a photo of the candidate attending a community prayer event, this information has no relevance to their skills or professional conduct and should not influence the process.
Legal Boundaries and Compliance
Social media screening must adhere to employment laws and privacy regulations, which vary by country or state. For instance, the U.S. Equal Employment Opportunity Commission (EEOC) prohibits discriminatory hiring practices based on factors like age, race, gender, or religion.
Additionally, the Fair Credit Reporting Act (FCRA) requires employers in the U.S. to obtain written consent before conducting a background check using third-party sources. While public social media profiles are accessible without consent, it’s best practice to notify candidates if their profiles may be reviewed as part of the process.
Best Practices for Social Media Screening
To make social media screening an effective tool while mitigating risks, HR professionals and hiring managers should follow these best practices.
1. Define Objectives Clearly
Why are you screening social media profiles?
Set clear objectives for the screening. For example, you might want to:
- Identify signs of professional behavior.
- Look for alignment with company values.
- Ensure there’s no inappropriate or offensive content that could harm the brand.
However, refrain from prying into irrelevant personal details like political affiliations or hobbies.
2. Focus on Job-Related Behavior
Look for content that speaks to the candidate’s skills, professionalism, and qualifications. Positive indicators might include:
- Sharing industry insights or thought leadership.
- Volunteer efforts or community involvement.
- Evidence of teamwork or leadership in past projects.
Avoid allowing personal opinions or unrelated content to cloud your judgment.
3. Document and Standardize the Process
Create a standardized process for social media screening to ensure consistency and fairness across all candidates. Clearly outline:
- Platforms to review (e.g., LinkedIn, Twitter).
- Criteria for evaluation.
- Individuals responsible for conducting the screening.
Consistency minimizes subjective judgment and reduces the risk of bias.
4. Avoid Accessing Private Information
Respect individuals’ privacy. Only review content that’s publicly available. For instance:
- Don’t attempt to “friend” request a candidate to access private posts.
- Refrain from using false accounts to bypass restrictions.
Respect for boundaries not only ensures ethical behavior but also protects the employer’s reputation.
5. Separate the Reviewer from the Decision Maker
Consider having one team or individual conduct the social media screening and another handle the final hiring decision. This separation helps:
- Filter out irrelevant personal details.
- Ensure hiring decisions remain based on professional qualifications.
For example:
An HR assistant might flag potentially concerning public posts for discussion, and the senior hiring team decides whether it’s a valid concern.
6. Inform Candidates
Transparency is key. Notify candidates during the application process if social media screening will be part of the evaluation. This promotes trust and ensures compliance with privacy regulations.
When Should Employers Avoid Social Media Screening?
While social media screening has its advantages, there are circumstances when it’s best avoided:
- The role requires only hard skills where personal behavior is irrelevant.
- Information from social media presents more risk for bias than value.
- An objective third-party background check covers all necessary concerns.
If in doubt, focus on traditional hiring assessments, such as skills tests or structured interviews, to evaluate candidates effectively.
Take Recruitment to the Next Level with Responsible Screening
Social media screening, when done ethically and effectively, can offer valuable insights about candidates. It complements traditional hiring methods by providing additional context about an individual’s professional and personal values.
However, it’s not without challenges. To avoid ethical and legal pitfalls, organizations must establish clear objectives, adhere to best practices, and respect boundaries.
Plexus Global: Hire Safely With Knowledge
Plexus Global is a California-based background screening company serving organizations all over the U.S. and abroad.
Contact us today by telephone (844-516-1008), email (sales@plexusglobalinc.com), or through our social media accounts on Facebook, Twitter, and LinkedIn.
