For
years companies have been doing background checks on potential employees. The traditional background check told the
employer if the potential employee had a criminal background or was a drug
user. Today some companies are taking
the traditional background check a step further, and are also performing social
media background checks. This practice
includes searching social networking sites in order to find more out about
potential employees. Commonly searched
social networking sites are Facebook, Twitter, and Linkedln.
It
is currently being debated whether or not performing a social networking
background check should be allowed.
Employers argue that the social media background check helps them
determine if the potential employee will be a good fit in their organization. It can provide them with insight into the
candidate’s personality, and also help them design appropriate questions for
the interview. While potential employees
often argue that it is an infringement of their privacy. They tend to feel that what happens in their
personal life is just that, personal.
They also worry that the information that they find while performing a
social media background check will influence their hiring decision in a negative
manner.
It
has been reported that seven out of ten U.S. employers reject candidates based
on information they have posted online.
The same study also reported that ninety percent of employers are
"somewhat concerned" to "very concerned" that the
information they find can be inaccurate and unreliable. (Siedsma, 2012) Yet, although these concerns have been noted
employers are increasingly placing more importance on information and pictures
from this source.
A
lot of information found as the result of social media background checks can
cast an unfavorable light onto the potential candidate. For example, a candidate's age, gender,
sexuality, and religious beliefs are typically exposed in such checks. Employers are not supposed to consider this
information when making their decision, but once they know something it can be
difficult not to let it influence their decision.
Another
concern of potential employees is their use of short hand when writing messages
to friends back and forth. For example, “What
r u doing 2nite?” is something that a
friend might post onto another friend’s wall.
Although this form of communication might be found appropriate by the
two people who are actually communicating in the conversation, a potential
employer will likely view it as unprofessional.
Social
networking sites are also likely to provide the potential employers with
information about your family. They
might find out that you have four young children, and worry that you will not
have enough time to commit to the job.
Or they might find out that you are single, and become concerned that
you are a flight risk.
While
most of the discussion related to social media background checks focuses on the
negative information, some positive information can also be found. For example, when some employers are doing
social media background checks they are looking to see who your friends are,
and what groups you are a member of.
This can benefit the candidate when they are connected to other
individuals or groups in the same business.
The employer wants to see if you are connected to key people who can
potentially benefit them.
Federal
employment laws are in place to level the playing field. All individuals are supposed to receive an
equal opportunity regardless of age, class, gender, race, sexuality, and
religious beliefs. As more and more
social networking sites are developed, new laws will have to be developed in
order to regulate what is considered fair game when it comes to social media
sites. The reality is that social
networking sites are a very important part of today's society, and their use
will only continue to grow making this an even larger issue.







