Job Applicants – Looking at Social Media From the Employer’s Perspective

Social media has become the dominant form of communication for a large portion of the population, and even a more significant percentage of people are “diddling” in it. Look around. Your administrator is tweeting, the front-line clerical staff is on Facebook (with a billion others), and many employers are online scoping out the local competition to see what they are doing. We are a plugged-in, online, smartphone society with unlimited information at our fingertips.

Using the Internet to Learn About Job Applicants

Any employer who has ever had a bad hiring experience, may have thought, “What did we think when we hired that person?” The Internet might seem to be a great way to learn more about the applicant’s likes, experience, activities, writing, and other stuff that may never be discovered during an interview. On the other hand, an Internet search may also show personal details that could indicate a lack of professionalism, immaturity, or use of inappropriate or discriminatory language on a social network page.

However, there are some big problems with turning to the Internet for information in an open-ended fashion. The first problem is accuracy – or the lack thereof. If the applicant has an uncommon name, an Internet search will probably identify the person correctly (unless he has a mystery double somewhere). 

However, it is still possible that false information could be posted about a person for some reason. An Internet search of applicants may be more trouble than it is worth.

Proper Use of the Internet

Internet searches can complement more traditional job recruitment methods. Still, employers have a responsibility to avoid improper use of the Internet or social media tools in making employment decisions based on an individual’s race, colour, religion, national origin, sex, age, disability or genetic information. 

It becomes essential to evaluate the information you’ve collected from credible sources and speak with the applicant if you need clarification. Involve more than one person in the decision, and avoid unintentional assumptions or stereotypes that might lead to making a discriminatory employment decision. In the end, your employment decision should be made based on job requirements and not on assumptions or stereotypes. The Internet can be a helpful tool – if used cautiously.