Social Media Profiles for Employment Determinations

In an era where social media is pervasive, it is unsurprising that many companies examine applicants' online profiles before deciding whether to hire them. This is an excellent method for eliminating candidates who may not be a good match for the position. Nevertheless, social media profiling can be hazardous. It can expose applicants to discrimination based on protected class characteristics (e.g., race, religion, gender, age, or disability). Ken Hurley pointed out that It can lead to legal issues that could terminate the hiring process. Employers increasingly use social media for recruiting and screening, but hiring managers must ensure that the screening is conducted transparently and equitably. The use of social media for recruiting should be limited to what is required for the position, and any information obtained from the applicant's social media profile should only be used to evaluate their qualifications.

A recent study by Van Iddekinge et al. found that evaluating job applicants' social media profiles did not substantially improve recruiter evaluations and that the content of their profiles was largely unrelated to their qualifications for the jobs they applied for. It also demonstrated that hiring managers' assessments of applicants' overall personalities were influenced by their evaluation of their social media profiles, which may be at odds with the applicants' actual personalities.

Some recruitment specialists advise against the practice of reviewing the social media profiles of job applicants. These profiles may be a fantastic way to learn more about a candidate's hobbies and personal life, but they are not a replacement for an interview or a resume, as they are not a substitute for either. Furthermore, they claim that social media profiles are frequently fabricated. This means hiring decision-makers may have a false impression of the candidate's personality and talents, which could hurt their hiring decisions.

This is notably true on Facebook, where anyone connected to an account can view a person's profile picture. Therefore, it is essential to inquire whether the applicant is prepared to make any changes to their social media profile that could affect their job application. Background checks and references are other alternatives to social media profiles when recruiting. A background check will ensure that the information on a candidate's resume is accurate and comprehensive, whereas references will assure that an employer has hired a qualified candidate.

A background check will cost you some money, but it will prevent you from hiring an employee who is not a good match for your company. It can also help you discover a candidate with the necessary skills and who can effectively perform the role's responsibilities. Although employment decision-makers have screened applicants' social media profiles for years, this practice has recently come under fire. This results from concerns regarding the integrity of social media profiles and the ability to determine a candidate's character and qualifications based on their social media accounts.