There was an interesting article in the Globe and Mail about the consequences of using such social networking sites as Facebook and MySpace during the hiring process. Many people who post on these sites have no idea how much of their private information becomes accessible to complete strangers because they don’t use the security and privacy features properly. Social networking now forms the highest use of the internet.

The article goes on to reveal some potential unintended consequences of using social networking sites:

“It wasn’t that long ago that the first thing an employer would do to vet potential hires was run their names through Google to see the extent of their online footprint. Now, most employers don’t even bother with Google, they go straight for MySpace and Facebook to gauge the personality and professionalism of potential candidates.”

This raises important questions during the hiring process:

  1. Should employers be checking out their potential hires’ social networking profiles? Do they run the risk of discriminating against certain groups and violating human rights legislation by not selecting people of certain races, religions, sexual orientations, political groups, etc.?
  2. Should candidates be posting private information about themselves that wouldn’t normally be made available or even legally be able to be asked during the hiring process?
  3. Should candidates be surprised to learn that people will seek out readily available information on them, to determine whether they will fit into the environment of the company they are seeking employment with?
  4. Should candidates be surprised that they open themselves up to discrimination because of information or photos they freely posted about themselves?

There are a number of legal and ethical questions that are raised by the prevalence of social networking sites, especially as it relates to hiring staff. Companies and candidates alike need to consider the ramifications of the use of social networking sites during the hiring process.

For assistance in creating policies on using Facebook and other social media in hiring for your small- to medium-sized business, please contact Vancouver-based Clear HR Consulting.

 

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