While many companies use social media sites to recruit and advertise job openings to candidates, only a small percentage of them use social media to evaluate job candidates.
Opinions on using social media as a way to screen and research candidates vary widely. Some argue that social media offers great insight beyond a highly edited resume. Others suggest that red flags may pop up on someone’s personal page that could influence whether or not a candidate is even considered (inviting claims of potentially discriminatory behavior taken by the employer).
There are definitely cautionary tales to be told regarding an employer making a hiring decision based on information found on social media. As a best practice, employers should never base an employment decision solely on social media.
Whether or not your potential employer uses social media during a background check, here are some social media best practices that everyone should consider:
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Sabrina Lu
Sabrina Lu is a professional writer based in the Orange County area with a degree in Writing from San Francisco State University. Although technical writing was the focus in her studies, Sabrina also enjoys creative writing and the various forms of expression. She values strong opinions and is always interested in learning about different perspectives. Her free time is usually filled with sandy beaches, fluffy animals, fusion foods, and the latest beauty trends.
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