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How to: Ethically Screen Candidates on Facebook (Infographic)

“It’s no surprise that Facebook is becoming a popular tool for recruiters. Over 18.4 million applicants are reported to have found their job on Facebook, and 85% of recruiters recommend Facebook as a great tool to their fellow recruiters. Along with the widespread use of Facebook in the recruiting process however, are the legal risks associated with it.” says Mark Wallace, founder of Justellus, a company that provides executive level sales and marketing services. Which is why he, along with Akkencloud, decided to produce the following infographic which provides some tips and insight on the legalities of using Facebook to carry out candidate screening and how to keep your efforts legally and ethically sound:


Top Takeaways:

  • Almost half of employers (43%), research job candidates online. Of those who do, 58% check their candidate’s Facebook profiles as part of the screening process, yet 57% of them have no official policy regarding social media when it comes to screening candidates.
  • While 33% of recruiters found posts on a candidate’s Facebook profile that made them more likely to hire them (and 23% found posts that directly led them to hiring a candidate), 46% of candidates have been rejected from the hiring process due to provocative or inappropriate photos or information on their Facebook profile.
  • To stay compliant when screening a candidate on Facebook, it’s important:
    • to inform candidates that social media will be used to research information about them that will affect their applications.
    • to only examine publically available information about the candidate. Don’t demand an applicant’s passwords for their social media accounts.
    • that if you check one applicant’s profile, to check all applicant’s profiles.
    • to focus only on the candidate’s own posts, not on what others have said about him or her.
    • to print out relevant social media content upon which you base any hiring decision and record any reason for rejection.
    • to give the applicant a chance to respond to any material that negatively impacts the Hiring Manager’s decision.

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