The do’s and don’ts of social media screening

In today’s hiring landscape, a candidate’s digital footprint can reveal almost as much as their CV, writes Lauren Anderson.

From LinkedIn profiles to Facebook and Instagram posts, a candidate’s social media profiles offer recruiters another lens through which to evaluate them. But while these platforms can provide helpful context, they need to be reviewed with caution – particularly around bias, privacy, and compliance.

Recent survey data from Indeed revealed that nearly 70 per cent of recruiters have ruled out candidates based on content contained in their online profiles – a significant figure, and a reminder of just how much weight a social media presence carries.

For employers, the key is striking the right balance: making use of the insights social media provides without overstepping ethical or legal boundaries. To help, here are some do’s and don’ts to ensure social media screening remains fair, consistent, and compliant.

Do be aware of the law: Under the Privacy Act (1988), Australian businesses are required to inform candidates when collecting personal information, clearly explain the purpose of the collection, and disclose who will have access to that information.

Staying informed about these obligations and keeping your screening practices in line with them avoids the risk of privacy breaches or unlawful hiring practices and ensures your recruitment processes remain compliant.

Don’t use fake accounts to gain access to private information: If a candidate’s social media profiles are not publicly accessible, don’t attempt to use fake profiles to gain access. Doing so is deceptive and unethical, and may breach privacy laws.

Instead, rely on publicly available information to evaluate the candidate. And if you have questions about things like their character, interests, or values, seek to uncover this information during the interview or through reference checks.

Do apply the same standard to all applicants: It goes without saying, but consistency is essential when it comes to social media screening. Start by getting clear on exactly what it is you’re screening for and apply the same criteria to every candidate.

Ensure you’re only focusing on job-relevant content – such as a candidate’s professional persona, evidence of qualifications, or indicators of cultural fit. Steer clear of personal details like religion, sexual orientation, or political beliefs, which have no place in the hiring process. Applying the same criteria to every applicant helps ensure your process is fair, unbiased, and non-discriminatory.

Don’t interact with a candidate’s profile: Recruiters should always refrain from engaging with a candidate’s social media content. This means no likes, comments, shares, follows, or connection requests during the hiring process.

Even small interactions can unintentionally create bias, compromise confidentiality, and blur professional boundaries. To maintain objectivity and protect both parties, keep your role as a silent observer, reviewing only what is necessary and relevant.

Do give candidates an opportunity to respond: Once a candidate is informed their social media profile is going to be reviewed, if the check uncovers any red flags, it’s a good idea to provide them with a chance to explain or clarify before making a decision.

Listening to the candidate’s perspective is an important part of a fair and transparent recruitment process and helps prevent potential misunderstandings.

Don’t conduct informal or untrained screening: Doing informal social media checks or leaving them to an untrained team member opens the door to bias, inconsistency, and potential legal risk.

Social media screening should be carried out either by a qualified third-party provider or by an internal professional trained specifically for the task. This ensures only job-relevant, compliant information is considered, while sensitive personal details are excluded from the decision-making process. This approach not only protects candidate privacy but also guarantees consistency and supports impartial decision making.

Don’t view a candidate’s profile before the interview: You might be tempted to check a candidate’s socials before meeting them to get a sense of who they are and what to expect – however, doing so may introduce personal biases that influence your perspective of the candidate during the interview and distract from their professional abilities.

Always review social media profiles after face-to-face interviews to ensure your initial assessment is based solely on the candidate’s qualifications and experience, and not swayed by less relevant details.

Do remember social media isn’t the full picture: While a candidate’s social media profiles can offer valuable insights into their character, personality, values and interests – details that may help determine cultural fit and suitability for the role – it’s never the full story.

Always assess applicants comprehensively and keep their skills, experience, and interview performance top of mind alongside any online information, as social media rarely reflects the full extent of a person’s professional capabilities, work ethic, or potential.

Lauren Anderson is a workplace expert at Indeed.