Although a social media background check might provide extensive information on a candidate, it raises many ethical and privacy issues. A social media search can lead to misinformation or even discrimination lawsuits if not done correctly.
It’s essential for hiring managers to use a trusted provider who can verify that the profile they’re checking belongs to the candidate. It helps prevent erroneous results due to duplicate or similar names and false profiles.
A social media background check can reduce the possibility of employing the incorrect person, ultimately saving HR managers time and money. It can also help employers avoid rehiring and training costs associated with bad hires.
However, many issues might develop from social media background checks that HR managers must be aware of to protect themselves and their organization. The possibility of discrimination based on categories of protected behavior, including race, age, religion, sexual orientation, and gender (including pregnancy), is a critical concern.
Another concern is the possibility of unwitting bias in what a candidate posts on their social media profiles. It’s not uncommon for applicants to express their political affiliation or align themselves with a specific group on social media, and even the friendliest of candidates can harbor extremist views that may pose a safety or liability risk to their employer.
Standardization and consistency are vital in avoiding this type of bias. It’s critical that the screening firm has a clear strategy for what they want to learn about each applicant and that this data is gathered impartially. It will ensure that all applicants receive equal treatment and that any unfavorable judgments may be attributed to reasonable grounds.
People are far more comfortable sharing revealing information on social media than during a job interview. As a result, social media checks can uncover red flags that aren’t obvious during an interview.
However, the fact that employers can quickly discover protected information on social media can lead to various legal concerns. It includes the possibility of discrimination based on race, religion, ethnicity, gender, or age (if the individual is over 40). It can also be thought of as unfair to candidates to be able to base hiring decisions on personal information that has been given out of context.
An employer could be accused of violating Title VII if they use social media data to discriminate against an applicant, even if the company didn’t intend to do so. Furthermore, many managers are hesitant to hire people who have posted inappropriate content online that may not be apparent in an interview.
It can leave hiring managers and HR professionals searching for ways to get the information they need without the potential risks associated with social media screening. Fortunately, some businesses specialize in conducting thorough social media background checks and may offer reports with recommendations to help reduce risk and guarantee legal compliance. It can save HR teams time, reduce costs and potentially avoid lawsuits.
Employers need to be careful not to use social media screening as a tool for discrimination. It is especially true given the potential for social media to be a gold mine for personal information and the challenge of interpreting photographs and postings intended for friends and family. Also, social media searches are vulnerable to hacking attacks and concerted smear campaigns by disgruntled ex-friends.
Evaluation of a candidate based on protected factors like race, religion, national origin, gender, age, or handicap is not always ethical, even when approved. These types of evaluations could be considered unlawful if they are used in a hiring decision.
To avoid legal issues, a social media background check should only be used to assess an employee’s suitability for a particular job or to verify their credentials and past employment. To ensure that the search is focused and effective, it’s crucial to have a clear plan that details how you will limit the scope of your inquiries and what you’ll look for. The information obtained is relevant to your business needs. In addition, it’s crucial to thoroughly document everything and adhere to all applicable rules and regulations regarding data protection. Making a template as a search guide is an excellent place to start. It will help to ensure consistency, which is essential in any successful background check.
While social media screening is a valuable tool in the recruitment process, there are many issues regarding the legality of this type of vetting. Most importantly, businesses need to be sure they’re not using it in a discriminatory way or violating any employment laws such as the Equal Employment Opportunity Commission (EEOC). Additionally, organizations that conduct social media checks must adhere to data protection and privacy rules like GDPR.
It’s also worth remembering that many job seekers must realize their social media profiles are public; anyone can see their information. It makes figuring out what information is covered by privacy rules challenging. Nevertheless, it is explicitly prohibited for hiring decisions to be made based on protected characteristics, including race, religion, sex, national origin, or age, according to the EEOC and state employment agencies.
It is ethical for an employer to use social media to help inform a hiring decision if the proper safeguards are in place. However, if companies do not follow reasonable steps, they could be found guilty of illegally requesting and accessing private information. It can lead to expensive fines, revenue loss, and reputation damage. Therefore, firms must have a defined policy before launching a social media screening initiative.