Recruitment and Human Capital Management news and analysis website Shortlist reports that more than a third of all job seekers accept that employers are entitled to check out their social media profiles when assessing them for a role.
However, while 34% of the 900 candidates surveyed expected employers to check their social media profile and found this acceptable, a larger group - some 46%, felt employers were invading their privacy by screening them on social media.
This is a hot topic that usually divides the office. Whilst I can see the merits in undertaking this background research, I’m not convinced it’s the ethical thing to do. I don’t consider it an invasion of privacy – after all, they’re public profiles that have been created and display on the internet for all the world to see, so if there’s anything on there you wouldn’t want people seeing, why have it on there at all?
On the other hand, what you get up to in your personal life is your business and really has no affect on your ability to do your job well (in most cases). Unfortunately, I do think that ‘spying’ on employees or potential employees like this can lead to discrimination.
For example if you’re the kind of person who likes a good drink on the weekends, and your social media profile is testament to this in the form of pictures and/or comments relating to your drunken shenanigans some employers who do not approve of a drinking culture may not pursue your application further based on this. Which is WRONG! As long as you’re not showing up to work drunk or too hung over to function satisfactorily in the workplace, your penchant for an alcoholic beverage has no bearing on your professional life.
We can also examine the original purpose of social media profiles – which were to serve as entertainment and a way to stay in touch with friends. Social media profiles are just that – SOCIAL! I think it is unfair for employers to invade your personal life, when they would no doubt be highly unimpressed if your personal life was invading your professional life. The two have been intentionally kept separate for years because it’s a formula that works and keeps everybody happy.
It’s also worth considering, if employers are going to lurk your social media profile and more than likely make judgements about you because of it (and why else would they even be looking if they weren’t) where do we draw the line? Will employees be rejected because they smoke? Because they’re gay? Because they do not have a family at an age where it is socially acceptable to have one?
It’s a slippery slope and not only are there ethical elements to consider, it can also open up the flood gates for legal action by unsuccessful candidates if they believe they were discriminated against because of a lifestyle factor that was presented on their social media profile.
What are your thoughts?