Should you use social media to make hiring decisions?

There are several checks an employer might undertake to make a decision about whether to hire or even interview a candidate. They may include reference checks from previous employers, financial background checks if the job is within the financial industry and for roles within the care sector, there may be additional checks. In some cases, employees might check the candidate’s social media presence to find out a bit more about their suitability for the role.

Reasons Employers Use Social Media Screening 

There are pros and cons to using social media to make decisions on a candidate. These are some of the benefits:

• Professional Conduct and Behaviour - You can find out more about the candidate’s behaviours and if there is anything you might need to be concerned about. Employers may identify posts that suggest poor judgement, inappropriate conduct, or negative attitudes towards previous employers or colleagues. 
• Criminal Record - You might even discover that the candidate has a criminal record, as you dig into their past on social media.
• Offensive Language - If the candidate has used offensive language on their social media platforms, this may be a cause for concern.
• Culture Fit - You may get an insight into whether the candidate fits into the culture of the company. You may find some information on their values and interests as you check their social media.

Potential Risks of Using Social Media in Recruitment 

• False Information - Not everything you read on social media is true. Therefore, you could be making decisions based on a fake account or the wrong person with the same name.
• Discrimination - Making decisions based on a social media presence could be discriminatory. You may make decisions based on unconscious bias which is unfair on the candidate.

Protected Characteristics & Equality Considerations

Employers should ensure recruitment decisions are based on objective, job-related criteria rather than personal characteristics protected under equality legislation. Protected characteristics include:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

Recruitment and selection decisions should be fair, transparent, evidence-based, and focused on a candidate’s skills, experience, qualifications, and suitability for the role.

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