In the digital age, where information flows abundantly on social media platforms, employers have gained unprecedented access to candidates’ personal lives. Social media can provide insights into an applicant’s character, judgment, and qualifications. However, it’s a double-edged sword, as accessing and utilizing this information can also be fraught with legal risks.
The Social Media Conundrum: Abundant Data, Legal Minefields
According to a study by Careerarc, an overwhelming 91% of employers utilize social media in talent acquisition efforts. Social media presents a tantalizing opportunity for employers, offering a wealth of information that can help assess a candidate’s suitability for a role. From glimpses into their professional achievements to evidence of their judgment and behavior outside the workplace, it’s a treasure trove of insights.
However, diving into this treasure trove without caution can lead to legal missteps. Two primary areas of concern are how information is accessed and what type of content is collected:
- Violations of the Stored Communications Act (SCA): Accessing an applicant’s social media without their explicit permission can run afoul of the SCA. The law prohibits unauthorized access to electronic communications and could lead to legal repercussions if violated during the screening process.
- Collecting Protected Information: While exploring an applicant’s social media, you might inadvertently stumble upon protected information. Genetic Information Nondiscrimination Act (GINA) considerations may arise if an applicant discusses their family’s medical history, potentially revealing genetic information. Moreover, uncovering details related to an applicant’s race, gender, disability, or other protected characteristics can raise Title VII, ADA, and state law compliance concerns.
Mitigating Risks: Best Practices for Social Media Screening
To harness the benefits of social media while staying within legal bounds, consider implementing the following best practices:
- Limiting Information Collection: Rather than screening every candidate, focus your efforts on specific positions and select finalists in the hiring process. This targeted approach helps manage the volume of information collected.
- Creating Job-Related Questions: To ensure that the information collected is relevant to the job, formulate a list of job-related questions for your job screener. Avoid questions that delve into protected classes, ensuring that the inquiry aligns with the role’s requirements.
- Separation of Duties: Keep the role of the screener separate from the decision maker. Screeners can compile a report with relevant information and submit it to the decision maker, minimizing the risk of inadvertently disclosing protected information.
- Documentation and Consistency: Maintain meticulous records of your hiring process, including the use of social media. Consistency is key in demonstrating that your hiring decisions are based on legitimate job-related criteria rather than protected class information.
Navigating the Digital Hiring Landscape
Harnessing the potential of social media for candidate screening can be both a boon and a potential legal minefield. To strike the right balance between gaining valuable insights and avoiding legal pitfalls, it’s imperative to consider the advice of legal professionals well-versed in employment laws. With the expert guidance of Catalyst Legal consultants, you can confidently navigate the digital landscape of hiring while safeguarding your organization’s compliance and reputation. Remember, in the quest for the best talent, it’s not just about what you find but also about how you find it.
