Do employers search social-media sites, like Facebook and Twitter, before hiring a potential employee? Yes. Like it or not, they do. Sometimes as part of an official screening process but, more often than not, the act of Googling is simply second nature and is done without any advance planning or thought.
And, as a result of these online searches, do employers screen out candidates for unlawful reasons, such as race, religion, or pregnancy? Yes, says the results of a recent survey reported by the Wall Street Journal.
According to the study, as many of one-third of employers search for a job applicant’s online activity early in the hiring process. The survey also claims that candidates whose public Facebook profiles indicated that they were Muslim were less likely to be called for interviews than Christian applicants.
Perhaps it’s because the weather has turned cold in the Northeast and it’s put me in a cantankerous mood, but I take issue with the implications of these results.
First, if a hiring manager has a bias, either consciously or subconsciously, against a particular class of candidates, he is no more likely to act on that bias merely because he learns that an applicant falls into the class via Facebook. There are numerous studies that show that a candidate’s surname can impact whether he is called for an interview.
Second, this discriminatory screening happens only if a candidate’s online information can be seen by the hiring manager. The most recent data of which I am aware says that less than 25% of Facebook users maintain a public profile. Good digital citizens who are seeking employment know not to keep their Facebook page public for all to see.
Third, the WSJ article concludes with a quote from an employment lawyer, who reports that he “advise[s] employers that it’s not a good idea to use social media as a screening tool.” Well, I’ve been saying it since 2005 and I’ll continue to say it now, hogwash. The hiring decision should be made with great care. Internet searches for applicant information can be excellent tools, provided they are conducted in a legally defensible manner.
Moreover, employers should not deny the reality that their hiring managers are searching online for information about a potential candidate. Instead of turning a blind eye to this reality, employers are best advised to address it by implementing best practices to prevent unlawful discrimination, while still ensuring the best possible hiring decisions.