Journal of human resources education 14 volume 4, no 2, spring 2010 social networking web sites: the legal and ethical aspects of pre-employment screening and employee surveillance. A background screening trend that recently emerged where employers used social network sites such as facebook – the most popular social networking site with over 500 million active users worldwide – to run ‘social network background checks’ on job candidates should become even more prevalent. Social networking sites on the internet have managed to reduce distance between people and have provided them with the ability to communicate with their family and friends but what we post online on the internet may remain there forever, even if we don’t want it to. The social networking web site, facebook, allows users to publish personal information to communicate and interact with others because of its online accessibility, facebook as a tool in the pre-employment screening process of applicants do so for.
Many employers are using social media as pre-employment screening this practice is becoming increasingly popular in a june 2009 survey of 2,600 companies performed by careerbuildercom, 45% of employers stated that they used social media to pre-screen job applicants. A recent usa today article highlights the growing trend of using social networking profiles for background screening the piece, titled, “police recruits screened for digital dirt on facebook, etc,” details how many law enforcement agencies are combing thorough social networking profiles of applicants to gain a more holistic picture of a candidate’s background. Social media screening no matter how tempting and effective it seems does not vide complete information about a candidate, nor is a sure method to approach one it should not be considered as the final screening method of the hiring process.
These people tend to be interested in talking about their interests, having lots of friends, talking about problems, discussing their opinions, being fashionable, going to social events, making lots of phone calls, talking at length on the phone, small talk, discussing the big picture and repeating themselves. Check out our infographic, “the role of social media in pre-employment candidate screening– statistics and trends” where we present a number of interesting facts, as follows. By researching local pre-employment screening practices, it was evident that using social networking sites as part of the screening process is a growing trend amongst many human resource professionals. Executive network hr young professionals the risks of pre-employment social media screening #gregory m saylin and tyson c horrocks is a pre-employment peek at an applicant’s social. The ethics of pre-employment screening through the use of the internet michael jones, adam schuckman, kelly watson of social networking and internet searches generally does not focus on this information using the internet to conduct pre-employment screening is unethical on the basis of fairness.
Social media background checks can illuminate these differences more brightly than just about any other pre-employment screening method available con: they don't uncover criminal history this point may not be a problem if you are using social media background checks to supplement other parts of your background check policy. The cipd released a guide on pre-employment checks last december, which included how a business should approach social media screening, which should be a go-to resource for any company considering implementing their own policy. Social networking allows organizations to build their employment brand and awareness, expand the breadth and depth of their network, target top talent in a large range of skill sets, and improve the effectiveness of their recruiting efforts. Views vary widely on the subject of trawling through social networking sites as part of the pre-employment screening process here at powerchex our view has always been that there are too many legal and ethical pitfalls to this process and for that reason we do not incorporate these searches to our screening process. The chartered institute of professional development (cipd) has produced a guide to what constitutes good practice for employers conducting pre-employment checks on job applicants.
Farosian is a specialist social media company, which partners with businesses to better understand the complexities associated with social media, by creating detailed and client specific social media policy, training for staff on the “do and do nots” of social media, as well as our flagship product, being social media screening/auditing reports. Thus, just as the practice of using un-proctored online employment tests has outpaced the research (tippins, 2009, 2015), it is clear that so too has the use of social networking sites for employment recruitment, screening and selection. Purpose background checks are often requested by employers on job candidates for employment screening, especially on candidates seeking a position that requires high security or a position of trust, such as in a school, courthouse, hospital, financial institution, airport, and governmentthese checks are traditionally administered by a government agency for a nominal fee, but can also be. Currently the most popular social networking site facebook users can, among other things, corporation (wwwsocialintelcom), “an internet and social media background screening service” the fcra imposes a number of requirements on employers and the consumer social media and employment law summary of key cases and legal issues.
Entitled pre-employment screening: how businesses are utilizing social networking sites to screen applicants and employees has been accepted by the graduate faculty program committee of the viterbo university. Using social networking sites can sometimes identify a good candidate that is just what the recruiter or human resources manager is looking for, but the use of these sites for employment screening may not be a practice you would want to explain or defend in a courtroom setting. 65% of employers surveyed claimed that evaluating candidates professionalism in terms of social conduct as the most important reason of social media screening followed by assessing the candidate. Although there are ample business reasons for the use of social media in pre-employment screening, potential pitfalls exist for such screening as well.