How to do social media screening properly
Social media has become an integral part of our lives. It’s where we share our thoughts, experiences and connect with others.
For employers, social media can provide valuable insights into a candidate’s character, behaviour, and suitability for a job. However, to ensure that social media screening is conducted ethically, legally and effectively, certain actions must be taken.
1. Understand the legal framework
Before embarking on social media screening, it’s crucial to understand the legal framework surrounding it. Different countries and regions have various laws and regulations governing the collection and use of personal information.
Ensure that your social media screening process complies with data protection and privacy laws. Additionally, be aware of potential discrimination issues, as using social media to make hiring decisions can lead to biases.
2. Establish clear guidelines
Create clear and consistent guidelines for social media screening within your company. Define the specific aspects of a candidate’s social media presence that are relevant to the job. Focus on professional conduct, communication skills and any potential red flags, such as discriminatory behaviour or illegal activities. Make sure to avoid invasive or irrelevant scrutiny of a candidate’s personal life.
3. Obtain consent and communicate clearly
If you decide to perform social media screening, inform candidates about your intentions during the hiring process and ask for their consent. Be transparent about how you will use the information gathered and ensure they understand their rights. This not only demonstrates respect for candidates but also helps you avoid potential legal issues.
4. Choose the right platforms
Determine which social media platforms are most relevant to your screening process. LinkedIn, for instance, is a valuable platform for assessing a candidate’s professional background and connections. Twitter or Facebook may provide insights into a candidate’s personal life. Focus on the platforms that align with the job requirements and company culture.
5. Stay consistent
Consistency is key in social media screening. Create a checklist or a set of criteria that all hiring personnel must follow. This ensures that every candidate is evaluated using the same standards, reducing the risk of bias or discrimination.
6. Separate personal from professional
While it’s important to assess a candidate’s character, separate their personal life from their professional qualifications. Avoid making judgments based on personal beliefs, political affiliations or other non-job-related factors. Focus on behaviour that directly impacts their ability to perform the job effectively.
7. Avoid discrimination
Steer clear of discriminatory practices. Base your evaluation solely on job-related criteria and competencies. Discriminating against candidates based on their age, gender, race, religion or other protected characteristics is illegal and unethical.
8. Document the process
Keep thorough records of your social media screening process. Document the information you reviewed, your evaluation and the reasons behind your decisions. This documentation can be crucial in case a candidate challenges your hiring process.
9. Seek the bigger picture
Remember that social media is just one tool in the hiring process. Use it as part of a broader assessment of a candidate’s qualifications, and don’t rely solely on what you find on social media. Interviews, references, DBS checks and skills assessments should also play a significant role in your hiring decisions.
10. Stay informed and adapt
Social media is ever-evolving. New platforms emerge, and trends change. Stay informed about these developments and adapt your social media screening process accordingly. It’s essential to remain current to make informed and fair hiring decisions.
In conclusion, social media screening, when done properly, can provide valuable insights into a candidate’s suitability for a job. However, it must be conducted ethically, legally, and with utmost respect for candidates’ privacy and rights. By following these guidelines, you can harness the power of social media in your hiring process while minimising potential risks and biases.