7.5 Social Media

As the use of social networking (e.g., Facebook, Twitter, Instagram, LinkedIn) has grown, employers are accessing these sites, mostly during the screening process.

In Canada, employers are leveraging social media platforms to review the suitability of potential candidates and remove them from the hiring pool. A poll conducted by The Harris Poll “found that more than 60% of Canadian companies (65%) say they screen a candidate’s social media. Among this group, 41% said they had found content on a job candidate’s social media that caused them not to offer the job” (Robitaille, 2023).

 

Many employers check job applicants’ social media profiles to gather information about them beyond their resumes and cover letters. This includes looking at the type of content they post, comments they make, and interests they express. Social media profiles can provide insights into candidates’ professionalism and how they might represent the company. Employers can gauge whether a candidate will fit into the company culture by reviewing their social media activity.

Although social media screening provides additional information about candidates, it should be used cautiously. Employers must carefully consider what specific job-related insights they aim to gain that cannot be obtained through traditional interview methods.

Should employers be using social network sites (SNSs) for information on job applicants? What can social network sites tell us about a candidate?