More people than ever before are using social media platforms such as Facebook, Twitter, LinkedIn, Instagram, Tik Tok, and many others to post personal information – whether it be content, videos, or pictures – about their lives and family. Looking at a potential hire’s Facebook profile, or trying to find them on Instagram, might seem like a smart way to determine if they are the right fit for your organization – but think again. Employers open themselves up to major legal risks by discovering protected characteristics or information when perusing candidates’ social media accounts. While some state laws prohibit adverse action based on off-duty conduct, except under narrow circumstances, there is reason for employers to have legitimate concerns poking around at profiles.
Barada Associates believes that employers should have all relevant information about a potential employee to make the best hiring decisions. We use a three-tiered approach to reveal a candidate’s media footprint globally, locally, and socially. But most importantly, by using a third-party source, like Barada Associates, you can protect your hiring managers and company from legal risks.
As part of our Key Hire Research (KHR), Barada Associates scours relevant social media platforms and tracks all pertinent information on a candidate. More and more employers are realizing that it’s smart to look at various social media sites to find out more about potential hires. A 2014 survey from CareerBuilder showed that 51 percent of employers who research a candidate on social media found something that caused them not to hire the candidate.