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 profiles. 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, can protect your hiring managers and company from legal risks.
As part of our Key Hire Research (KHR), Barada Associates scours relevant media platforms and tracks all pertinent information on a candidate. More and more employers are realizing that it’s smart to look at various media sources 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.