You’ve found the perfect candidate for your open position—the resume checks all the boxes, they aced the interview, and now it’s time to onboard them. But wait, didn’t you forget something? Just like a rom-com’s protagonist stalks their love interest’s Facebook profile, it’s almost a reflex action to look up job candidates’ social media accounts these days. So comes the million-dollar question—is it ethical to screen candidates’ social media accounts?
The Ethics of Social Media Screening
Screening candidates’ social media accounts might seem harmless, but it’s tiptoeing on a thin line between getting vital background information and invasion of privacy. If you’re not careful, an applicant might accuse you of breaching their privacy or engaging in discrimination.
The key to maintaining an ethical social media screening process lies in establishing transparent guidelines. Set rules on which platforms are OK to check and what kind of information you’ll seek. Make sure you’re keeping an eye out for red flags directly related to the job rather than relying on assumptions based on someone’s personal life.
Industry Requirements and Benefits
Many industries benefit from performing social media background checks since they offer insights into an applicant’s suitability for certain roles, such as in childcare, law enforcement, government, or finance. Trustworthiness, good decision-making, and professional image are vital for these professions—and what better way to gauge these aspects than someone’s digital footprint?
In these cases, you’re not snooping around just for the sake of it—it’s about protecting your organization, clients, and stakeholders from potential harm caused by someone’s careless online behavior.
The Dos and Don’ts of Social Media Screening
To make sure your quest for background information doesn’t fuel an ethics debate, let’s talk about the dos and don’ts of social media screening:
Do:
- Set clear boundaries on what you’re looking for and which platforms you’ll check.
- Stick to public profiles, resisting the urge to “friend” or “follow” candidates.
- Document the process for the sake of transparency and to avoid allegations of discrimination.
Don’t:
- Judge candidates solely on their online presence; remember, there’s much more to a person than their tweets.
- Invade private accounts or request login details (seriously, not cool!).
- Discriminate based on information unrelated to the job, such as religion, race, or political views.
To Screen or Not To Screen?
So, is it ethical to screen candidates’ social media accounts? It depends on how, why, and where you draw the line when it comes to this virtual investigation. Keep your process transparent and well-documented, and always respect candidates’ privacy. Tread carefully and remember the ultimate goal is to find the best fit for the position and not indulge in a guilt-free gossip sesh.
