Checking References Using Social Media

Checking References Using Social MediaChecking References Using Social MediaThinking of using social media when checking references? Proceed with caution.Its illegal for an employer to ask about a job candidates religion, marital status or personal affiliations during an interview or when checking references.But before making a job offer, many hiring managers want to get a sense of a candidates personality and professionalism. Is turning to social media an acceptable option? After all, according to a 2015 study by JobVite, 92 percent of recruiters use social media to help find and hire candidates. With social media playing such a high-profile role in recruiting, some might say its just common sense to use it when checking references.Maybe so, but only if you follow certain protocols that help you avoid delicate legal territory.Check out ansicht mistakes to avoid when recruiting on social media.Privacy concerns to consider when checking referencesYour companys review of online informa tion can raise privacy concerns. The same legal constraints that govern interviewing apply to checking references. You may be able to read about various aspects of candidates quickly by reviewing social networking sites, but much of it could be inaccurate or irrelevant. And what you find on Facebook, LinkedIn, Twitter, Instagram and other social media sites can include information that is illegal for you to consider during the hiring process.Think twice before using the information you discover about a candidate when making a hiring decision. Research published by the Social Science Research Network in 2015 suggests that some employers do exhibit bias based on their social media findings, which can create serious problems for everyone involved.Sensitive information requires a sensitive approachFollowing the trail of a candidates digital footprint can lead to some unexpected places, and once you see something, it can be difficult to make decisions without considering it. Thats why th e Society for Human Resource Management advises accessing social media profiles after a candidate has been interviewed, when his or her membership in protected groups is likely already known. That way you can focus on facts that may help you assess the work quality and professionalism of candidates, while any sensitive information you see wont be how you learned of it.Transparency in the hiring process can also help avert problems. Let candidates know that checking social media sites may be part of your approach to checking references. Assure that if you do check, youll only search for job-related information. If you let candidates know your intentions at the beginning of the interview, chances are they wont try to hide relevant information during the talk.The bottom line View checking references online as a complement to, elend a substitute for, traditional methods. The impressions and information you receive from face-to-face interviews and over-the-phone conversations are still t he best guides for making a hiring determination.This post has been updated to reflect more current information.Learn more about the pros and cons of pre-employment screening.