From the article: Use LinkedIn for Recruiting Employees
The use of social and professional networking sites online to research and background check prospective employees and employees is increasing. So is the use of search engines such as Google. And, employers are making hiring decisions based on the information they find. Is this right? Or, is this practice potentially discriminatory and unethical? Do you research candidates online? If so, where, and how does the search add value to your candidate decisions? Please share your thoughts about researching candidates online.
See More Reader Responses to Questions.
Share Your ThoughtsEmployees' Personal Lives Are Private
- I don't see this as an ethical grey area; I see it as the thin end of the wedge for the full-blown return of McCarthyism. Employees' personal lives should remain private. Period. If you want to examine someone's LinkedIn profile, their professional writings, or their contributions to github, great. It's legitimate to look for positive professional qualifications. But going out hunting for damning personal material? That's completely out of line.
- —Guest Ironic That You're Asking for My Name
Personal Promotion
- With respect to discrimination pitfalls, we do not generally do random searches. We have had applicants submit their profile IDs from these sites and asked that we review them. Many people recognize that these websites are available to view and anyone can access them (if they are not set to private). LinkedIn carries recommendations and other sites carry activities such as volunteering, etc. I only look if invited to do so and I am seeing this more and more as an avenue for personal promotion.
- —Guest MClark
Reasons to Research Candidates Online
- We investigated this activity as part of the preemployment process, but saw too many pitfalls related to discrimination.
- —Guest HRAnon
Whats next, home inspections?
- People respond to friends and family on these sites about many things they keep close to their hearts. Subjects can contain things like religion, political beliefs, or medical conditions. People have chosen to set the view to private because that is within their space, and their comfort zone. I think that tells me something about a potential new hire. I may check to see if they have it open and if they use it as a networking, and a business contact site. However with the needs for privacy laws these days, neither my company nor I would cross that distasteful line and require potential employees open every door to their private life. What’s next: home inspections, personal photo albums, diaries, or family interviews? This list could go on and on and although it sounds absurd to many of us some companies or individuals may think they are within their rights. I hope that this does not become the norm.
- —Abratina
an email address can say a lot
- I don't search, but I do look at the email address since most applicants apply by email. If they don't have the sense to use an email address that shows some sort of professionalism, like their name or even something generic like my name here (mmm718), then I delete the email. For example, I had emails from "sexygirl...@...."
- —Guest mmm718
Reasons to Research Candidates
- Moral qualifications are important in our positions so I check all primary social network sites. However, I do not ask for passwords. If the site is private, I just note the candidate had the good sense to make it private.
- —BRodeheffer
