Half of hiring managers checking candidates’ Facebook profiles
August 25, 2009 by Sam NarisiPosted in: HR Tech, Hiring, In this week's e-newsletter - Tech, Latest News & Views
As more people sign up for social networking sites, more hiring managers and HR pros are screening candidates based on their profiles. And not just to dig dirt.
Almost half (45%) of hiring managers said they use Facebook, LinkedIn and other sites to research applicants, according to a recent CareerBuilder survey — more than twice the amount who said so a year ago.
Companies often reject candidates based on their profiles. About 35% of the respondents said they’ve turned down a candidate because of the online screen. Reasons for rejection mentioned by those managers:
- Provocative or inappropriate photographs (53%)
- Evidence of drinking or drug use (45%)
- Insults directed at previous employers or bosses (35%)
- Poor communication skills (29%)
- Discriminatory or hateful comments (26%)
- Information that conflicts with a resume (24%), and
- Sharing of confidential information from current or previous employers (20%).
It’s not quite as common, but managers are also going online and finding reasons why they should hire someone — 18% said they’ve made a positive decision based on an online profile. Those hiring managers found:
- Evidence the person would be a good personality fit (50%)
- Info that backs up a resume (39%)
- Creativity (38%)
- Solid communication skills (35%), and
- Compliments and positive references posted by other people (19%).
Tags: CareerBuilder, Facebook, LinkedIn, social networking
September 1st, 2009 at 11:37 am
Totally inappropriate. It’s lazy and subjective.
September 1st, 2009 at 12:45 pm
I agree with Josh about it being subjective.
My fear is that a rejected employee could allege discrimination based on personal info found on the social network (religious affiliation, membership in organization based on ethnicity/race, sexual orientation). “Evidence the person would be a good personality fit” could suddenly becomes a euphemism for inappropriate hiring practices.
Additionally, consider the number of innocent inside jokes that, subject to speculation by those outside the loop, could give an entirely different impression.
September 1st, 2009 at 12:55 pm
Well said JP. More to your point… if it is being used to screen resumes etc. without interviews, you can discriminate all over the place without a paper trail.
Bad idea and shame on the person who started this madness.
September 1st, 2009 at 1:28 pm
On the other hand, in checking Facebook, it was found that one of our applicants was very active in the community. The individual did not mention the information on the resume. We called the individual for an interview for our sales/PR job. We may not have interviewed based on the resume alone.
September 1st, 2009 at 3:58 pm
First I am completely adamant that we should never discriminate against anyone in those areas protected by law. HOWEVER if people are puting their own information out for folks to see I have no problem with potential employers taking a look and seeing what they are saying about themselves. I have no control on what someone wears to an interview, or how they act or what they say. I feel the same about facebook, the applicant provided the infomation. However I have never used facebook or any other such site, but I would if I ever felt the need to do so.
September 1st, 2009 at 4:38 pm
I have to disagree with Mary. If the individual did not mention any information that is not pertinent to the job, it is up to the interviewer to ask more questions. During an interview, it is not difficult to get the candidate to talk about their hobbies, talents, etc. I believe it depends on who is conducting the interview. If your not getting the results from the interview, maybe you need to look at your interview strategy and not Face Book.
September 2nd, 2009 at 4:29 am
Discriminitory? I don’t think so. With social net sites being in the public domain much like criminal information it is unlikely that prospective employers would ever admit to using the information based on a “protected class” under Title VII. I think it is a “candidate beware” scenario. If a person who applies for a job in a alcohol rehab center has a facebook profile with pictures and stories showing drunken stupid adventures, shame on them for doing so. I doubt we will ever see a Supreme Court case dealing with discriminatory hiring practices BECAUSE of information obtained on a social net site.
September 2nd, 2009 at 8:13 am
Marie, thanks for you comments. However, I don’t think you understood my post. Facebook was checked before the individual was called for an interview. Because we knew a bit more about the individual’s background and interest, the interview was very successful. You know nothing about my interview strategy. I never said we were not getting good results from our interviews…that was your assumption…and you should know what it means to assume. I believe we have the right to disagree with each other about subject matter. But, your last two sentences were insulting and totally unnecessary.