As digital platforms continue to become an integral part of our daily lives, social media screening during the hiring process has become increasingly common. A new survey by ResumeBuilder.com has found that 54% of hiring managers admit to reviewing a candidate’s social media profiles to assess their suitability for the position. However, such screening carries a risk of creating unconscious bias in the hiring decision and potentially violating a candidate’s privacy.
Social media screening in the hiring process
Social media screening involves analyzing an individual’s social media activity to gauge their professional conduct and character. The survey conducted by ResumeBuilder.com found that companies use social media screening to make informed hiring decisions mainly because social media can give recruiters a complete view of the candidates beyond the resume. However, before moving forward with social media screening, hiring managers need to stay informed about the legal implications and investigate the candidates through different mediums.
Factors considered during social media screening
The survey also highlighted that hiring managers consider several factors when conducting social media screenings. Unprofessional behavior is the top factor at 58%. Industries that prioritize a professional image, such as finance or law, consider this factor more critical. Discriminatory comments were the second most significant factor considered during social media screening at 48%, while lying about qualifications was third with 29%.
Information commonly found during social media screening
During social media screening, certain types of information stand out to recruiters. According to a survey, alcohol consumption was the most commonly found type of information at 61%, followed by mental health or substance use-related information at 21%. However, hiring managers should note that it can be difficult to verify the accuracy of this information and assess its relevance in candidate selection.
Illegal questions during hiring process
While social media screening can offer some insight into a candidate’s suitability, it is essential not to ask illegal interview questions as it violates federal, state, and local laws. The survey discovered that 16% of hiring managers ask illegal questions related to a candidate’s race, religion, disability status, or marital status. Therefore, organizations must ensure that they are not violating the law while obtaining information.
The balance between valuable information and personal privacy
Information related to social media activity can quickly come into the hands of hiring managers. However, this information can also make it quite easy for recruiters to create an inaccurate picture of a candidate. Thus, it is essential to strike the right balance between obtaining valuable information through social media screening and respecting personal privacy. Organizations must also be mindful of the risk of creating unconscious bias in the hiring decision.
A Way to Avoid Legal Issues
To avoid any legal issues, organizations can allow someone who is not involved in the final hiring decision to screen social media for any illegal or otherwise unacceptable behavior. By doing so, organizations can circumvent bias risks and ensure the candidate’s privacy. The person responsible for screening social media must have guidelines that clarify what information is appropriate to share with hiring managers.
Regular training for hiring managers
Lastly, it is necessary for hiring managers to receive regular training or coaching to ensure that they remain legally compliant. The training can cover the legal framework that teams should consider when screening applicants. A survey by ResumeBuilder.com found that 57% of organizations have not provided any training on how to conduct social media screening. Regular training or coaching will make the team aware of potential biases while ensuring that they are up-to-date with the required legal compliance.
Social media screening can provide valuable insights into a candidate’s suitability. However, it is essential to balance obtaining valuable information with respect for personal privacy and to avoid creating unconscious bias in the hiring decision. Organizations can strike this balance by providing regular training and appointing someone uninvolved in the final hiring decision to screen social media for any illegal activity. By following guidelines and staying legally compliant, recruiters can ensure a fair hiring process while maintaining the integrity of all stakeholders involved.