That said, even back in 2018, a Careerbuilder study revealed that 70 per cent of employers conducted social media background checks when hiring. Among reasons that employers had been turned off by a candidate’s online presence:
- Posted provocative or inappropriate photographs, videos or information: 39 per cent
- Posted information about them drinking or using drugs: 38 per cent
- Discriminatory comments related to race, gender or religion: 32 per cent
- Bad-mouthed their previous company or fellow employee: 30 per cent
- Lied about qualifications: 27 per cent
The reality is that a candidate’s social media platforms can have relevant information about them, and there is no reason not to access such information. This incident with Imoo is just the most recent example, but there have been many hirings that have caused organizations to be publicly embarrassed and which could have been prevented through proper online vetting.
Further, although most organizations are not subject to the scrutiny faced by the Leafs and Marlies, they are still better off getting a true sense of a candidate’s character before hiring them. That way, they can assess whether the individual will fit within the corporate culture and identify any red flags.
The importance of process
There is nothing unlawful about viewing a candidate’s publicly available information on social media. That said, exploring a candidate’s social media pages can also create risks if not done properly. First, I am not advocating any efforts to access private information; I am recommending that you review what is publicly available.
Second, I suggest that you have a clear process that is consistently followed. That should include:
