Should Reference Checks Include Social Networking Sites?
Still, the issue of whether social media content is fair game for reference checks remains controversial. You must be careful to maintain an unbiased approach to checking social media that is used consistently company-wide. With 92 percent of employers using social media in the hiring process, you don’t want to overlook this powerful tool. Whatever policy you choose to implement, it should be done thoughtfully and strategically.
If you’re deciding whether or not to include social networking sites as part of your reference checks, here are some points you should consider first:
The benefits of checking
Social networking sites offer recruiters and potential employers a valuable look inside a candidate’s daily life. An interview alone won’t provide this same insight. In an interview, candidates can selectively share information that highlights their best qualities, but may not fully represent their true selves. Social media profiles show months and years of information that presents a much more comprehensive image of a potential hire’s personal traits, values and professionalism.
You should want to be aware of how your employees and potential employees are handling themselves on social networking sites as this could have a direct impact on your brand and business. Clients who interact with your employees may choose to look them up on social media, and if they find offensive content, this could impact their decision to do business with you. Even if you don’t mind an employee’s social media presence, consider your clients who might choose to do their own background check.
Avoid the perception of discrimination
Social media reference checks provide access to valuable information about a candidate, but with that comes risk for misuse or even worse, the perception of discrimination. You can easily find out a person’s age, religion, marital status and more from his or her social media profile(s).
Employment decisions based on stereotypes or assumptions about people is considered discrimination under Federal law. When developing your social media policy, you should consult the National Labor Relations Act to be sure that it steers clear of any potential discrimination or negligent hiring controversies. For example, you cannot refuse someone a job based on race, religion, age, gender, or pregnancy, to name a few. It’s equally important to disclose the use of social media for reference checks in the hiring process so candidates are fully aware.
Remain unbiased
To reduce the risk of bias, separate the social media researcher from the decision-maker. This means that the person who combs through a candidate’s social media accounts will pull the most relevant information for consideration and present it to the person in charge of hiring. This helps to create a barrier between the decision-maker and information that shouldn’t be part of the consideration for hiring such as race, religion, or marital status.
Creating clearly defined roles for the social media researcher and the decision-maker will enhance the effectiveness of social media reference checks and enable you to compare candidates apples to apples with less concern for bias or discrimination. Follow the same procedure for all job applicants to create a level playing field. Again, be sure to be transparent with candidates about your social media reference check policy.
How far is too far?
Some prospective employers have gone as far as requiring candidates to disclose usernames, passwords, and other credentials that provide access to their Facebook and Twitter accounts, blogs, email, and Internet content. This begs the question: How far is too far when it comes to social media reference checks? While every company should develop a policy that best serves its specific needs, a good rule of thumb is to ask yourself, “Do I feel like I’m invading the candidate’s privacy?” or “Would I be okay with giving someone this same access to my own social media accounts?” Listen to your instincts or consult with peers you trust.
Social media has helped to create a highly interactive and connected society, but this has blurred the lines of separation between business and personal life. How employees present themselves on social media is a direct reflection on a company’s brand and business. Including social networking sites as part of reference checks before hiring a candidate is a personal—but critical—decision you must make. Carefully consider the policy that will best suit your company and be sure to enforce it consistently.
What do you think? Is social media fair game for reference checks?