Our Human Resources Blog

No discussion about employment related backgrounds checks is complete these days without including the topic of social media sites.  For the past few years, there has been much controversy in the HR world over background searches using social networking sites such as Facebook, Linkedin and Twitter.  Many employers are now including background checks on the internet to research a candidate’s skill and character before they make a job offer. 

While social media is becoming a great way for companies and recruiters to announce job openings and find qualified candidates, employers should proceed with caution to avoid liability under federal, state or local laws. Allegations of discrimination, authenticity of information and privacy issues can all be potential legal landmines when using social network background screening. 

To minimize the risks associated with searching social media sites to obtain information regarding applicants, employers should consider the following: 

• Apply consistent hiring policies for all applicants.  If conducting an internet search for one applicant, conduct it for all.
• Verify information that is obtained through internet searches.
• Clearly document the reasons for all employment decisions.

 While background searches through social media sites can be quite useful in obtaining information about an applicant- employers should make sure they have a  policy in place and clearly communicate this policy to all employees.