The Ethical Considerations of Using Social Media for Hiring

The Rise of Social Media in Recruitment

The use of social media for sourcing and screening talented applicants has become a standard practice for many companies. According to a recent survey, 70% of employers use social media to seek potential candidates for job openings. This number is increasing rapidly as more employers shift to social media for their hiring decisions.

The Ethical Dilemma

Employers may think that using social media for screening candidates is legal and harmless, but complex ethical issues arise from this practice. Have you ever considered that using social media for the screening process could be unethical? Some believe it is legal, while others argue it is illegal. Many think that employers screening candidates on social media crosses a serious line between personal and professional.

Importance of Careful Platform Selection

Hiring decisions are critical, so recruiters must be cautious when choosing the right platform for their hiring processes. In the ever-evolving business world, HR professionals must embrace changes to stay competitive. For example, with the ongoing remote work trend, each company should use video interview software to hire candidates remotely. Organizations that do not use these modern tools miss out on potential candidates.

Conducting Proper Research

Companies should conduct thorough research when using any platform for recruitment purposes and making hiring decisions. Whether using social media or modern tools, always think twice when choosing the platform for hiring.

Addressing Your Concerns

If you have been using social media for hiring purposes, you likely have some questions. Read this blog to help alleviate your confusion and navigate the ethical complexities of using social media in the hiring process.

Debate on using social media for hiring decisions

There is a very strong debate both for and against the use of social media in hiring decisions. Those who are against using social media for the hiring decision suggest that it is totally wrong to get the candidates’ name, their phone numbers or follow them during weekend activities. Just because social media is open to everybody, it doesn’t justify snooping into anyone’s personal life.

Those who suggest using social media say that candidates already know their information is visible to anyone who knows them, including employers. HR professionals always use whatever reasonable resources are available to investigate short-listed candidates.

So what is the appropriate line while using social media for screening candidates that comes within the acceptable boundaries of the recruitment process? Let’s proceed further to know.

Is it legal to use social media for screening?

As mentioned above, the answer to this question would be “it depends.” It simply means that social media screening is legal if it is compliant. To legally use social media for screening practices, you need to keep the following points in mind.

• You need to get written permission from candidates to conduct legal social media screening.
• Make sure not to use any sort of scraping, hacking, or any other unethical ways to access the social media accounts of candidates. 
• Focus only on business-related information and not any personal information. 
• Ensure to review the information of the right candidates only.

Is it ethical to use social media for screening?

Ethical means expressing moral approval or disapproval as an individual. It doesn’t have to do anything with legal rights. However compliant social media screening is always ethical as it reflects behaviors that don’t violate the accepted standards of conduct. If you are not crossing any boundaries, screening candidates is definitely ethical. Education is really critical while using social media as it will allow you to learn which boundaries you should not cross.

Benefits of screening candidates through social media

When it comes to social media, 9 out of 10 employers will not use it if they are not sure whether they will get any benefit from it. So it is important to discuss the benefits of using social media for screening candidates.

• Learn what others say about applicants

Some sites are there that give you the opportunity to see what others are saying about a particular candidate. For example, you can explore LinkedIn to learn various professional things about candidates. With testimonials on the profile, you can get insights into what applicants can bring to the job and what kind of value they can give.

• Free access to information

One of the biggest benefits of using social media handles is that the information is free and easy to access. Anyone can review the posted information without any additional charges. Please note that a quick search on social media can reveal a lot about job seekers.

• Eliminate poor applicants

Sometimes, you can just tell by the profile of some candidates that they can’t be a good fit for the company. Be sure that there is no red flag in the candidates’ profile you are choosing and don’t call poor candidates in the office for an interview. According to a specific survey, 79% of employers have refused job seekers if they have inappropriate content on their social media profiles.

Risks of using social media for screening applicants

There is always a flip side to the coin; the same goes for screening candidates through social media. However social media screening may have various benefits, but it has some risks as well. The first question that might strike you is whether it is ethical to use social media for screening or not. The answer is yes if you know your boundaries. However, some serious risks are associated with screening through social media. Let’s have a look at them.

• Allegations of discrimination

One of the disadvantages of using social media for screening candidates is it could leave you open to allegations of discrimination. Candidates can be accused of discrimination under Title VII of the Civil Rights Act. Applicants could claim that you saw their religious affiliation, ethnicity, or other protected information and used this information to make decisions. Even if you are not using social media screening, they can accuse you of making hiring decisions from it. Create a thorough screening process with the needed documents (related to your decision-making process and candidate’s qualifications) if you ever face a lawsuit.

• Biased decisions

Making biased hiring decisions is a disadvantage of using social media for screening. Suppose you just see a candidate who has a clean profile picture and is a member of a certain religion. But what about another candidate who has the requisite skills but doesn’t have an attractive profile on social media networks? These unconscious biases affect everyone from time to time.

Removing unconscious bias is one of the essential steps in creating a meaningful hiring process. So be aware while using social media networks for screening. Companies are now using digital interview software to get rid of unconscious bias in the hiring process.

Tips for using social media for hiring decisions

Now that we have discussed the benefits of using social media and the risks associated with it, you must know how to proceed further. If you are using social media to find the best candidates among a lot, then you should keep certain points in mind. Read out the following tips and ensure making the right hiring decision.

• Build a standard screening process that describes the process of making hiring decisions. 
• You must include some data while choosing the candidates instead of blindly trusting their profiles. 
• Check the candidates’ details on social media with their consent only after making the job offer. The offer should be conditional and can be changed after the completion of the social media check. 
• To perform the social media check, you can opt for a third party. These third parties will provide you with information related to the job that will help you make the right hiring decisions.

Instead of using social media, you can use modern technology to stay focused on the objective. These tools will help you design a fair hiring process to screen the best candidates in a shorter period of time.

In conclusion

Screening through social media has been an ongoing debate in the hiring process for years. Whether it is ethical or not, people have been arguing over it for years. Using social media handles is totally ethical if you know how to implement the process. “Better safe than sorry” should be the mantra when using social media platforms for screening candidates. Don’t ignore unconscious bias while hiring candidates; despite your best efforts, it can negatively impact your decision-making. Be aware, and make the best decision for your company.

Additional Reading: Workplace Equity And Equality – Learn everything you need to know!

FAQs

Is it legal to use social media for screening candidates?

Social media screening can be legal if done compliantly. Ensure candidates give written permission and focus only on business-related information, avoiding any unethical access methods.

What are the ethical considerations of using social media for hiring?

Ethical considerations involve respecting boundaries, avoiding discrimination, and using information responsibly without crossing into personal matters.

What are the benefits of screening candidates through social media?

Benefits include gaining insights into candidates’ professional lives, accessing free information, and potentially eliminating unsuitable applicants early in the process.

How can companies mitigate biases when using social media for hiring decisions?

Companies can reduce biases by implementing standardized screening processes, ensuring data-driven decisions, and using modern technology to support fair evaluations.