In 2006, before the explosive growth of social media, only 11 percent of employers checked their candidate’s accounts. Within 10 years, this percentage jumped to 60 percent. A recent study found just two years later, it rose to 70 percent. The same percentage of hiring managers also turn to search engines to find additional hits on applicants.

It’s safe to say that most employers are checking candidates’ social media platforms at some point during the hiring process. If everyone is doing it, does that mean you should be, too?

Pros and Cons of Checking Candidate Social Media

Most employers look at social media accounts because it assists in rounding out the candidate beyond just the professional setting. It can help you decide, in addition to their qualifications, if they will fit in with your company culture, as well as identify any red flags before extending an offer.

On the contrary, some employers who choose to not look online cite legal fears. For example, there are certain protected characteristics for candidates that could be uncovered when looking at social media. This doesn’t necessarily mean it will affect the decision, but it could lead to claims of discrimination.

Tips for Safely Checking Social Media

If you choose to conduct online searches of your candidates, there are a few suggestions that can keep you out of legal trouble, if followed.

1. Don’t Check Until After the Interview

By knowing what protected groups they belong to, checking on social media won’t unveil new information that could lead to legal concerns, should you reject the applicant.

2. Check Everyone

After the interviewing stage, every candidate should be researched, or none. This way you’re doing a fair search of everyone, instead of potentially being accused of playing favorites.

3. Don’t ask for passwords

Asking or requiring your applicants to provide passwords to their social media accounts goes against many state laws and should simply be avoided. Instead of risking issues with anti-discrimination laws, background check laws, off-duty conduct laws, and the emerging social media laws, stick to what you can freely see online to avoid risking illegal hiring practices.

4. Ask HR to Help

Instead of taking your conceived notions and using social media to potentially support your thoughts, it’s safer to have a member of human resources do the research and provide reports of anything noteworthy.

5. Document Everything

First, you want it on all the candidate records that you checked their accounts. Second, if you find a reason why your company cannot hire them, include a note about it and, if possible, a screenshot or printout of the incriminating post.

Keep Track

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