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certain things on their social media profiles to help boost their profile and make themselves look better for other people. For example, someone might engage in a certain activity only to post it on their social media to make themselves look like a good person and make the audience think they actually care for that activity. This can cause recruiters to get a false impression of the candidate from online vetting. Due to this, some potential employees will connect with their recruiter on social media. This can be good or bad depending on if the potential employee has vetted their own social media to make sure there is nothing on there that will make them look bad.
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boundaries that are socially prominent elsewhere. Legal experts have warned human resources departments about vetting prospective employees online, due to the possibility of discrimination and the unreliability of this information. The chairman of the UK Children's
Charities' Coalition on Internet Safety argued in 2007 that it was "possibly illegal, but certainly unethical". While the
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Online vetting has begun as a main component within the vetting process for a new employee. However, there are implications that the grey areas surrounding it have issues with legality. Online vetting blurs together, a candidate's personal life with their professional livelihood, which blurs defining
158:
While online vetting can be an advantage for recruiters who want to learn more about their candidates, online vetting can also cause recruiters to learn false information about their candidates. With people knowing their online presence is being seen by hundreds of people, some people would only post
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Job applicants have been refused due to criticising previous employers and discussing company information online, as well as for posting provocative and inappropriate photographs, drinking or drug use, poor communication skills, making discriminatory comments, and lying about qualifications. Several
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Social media has tremendously increased over the decades. In the United States, there are about 327 million users on social media platforms as of 2021. With so many users online, recruiters have pivoted to directly asking candidates' for their social media platforms on the initial application. This
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might result from such a practice, due to the age profile of users of social networking sites. Failed candidates may be able to use discrimination legislation to ask about vetting operations and even ask for IT records to check access to social networks. In the US, vetting using social networking
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In 2006, a trainee teacher at a high school in
Pennsylvania was denied her teaching degree after her supervisor found a picture she posted on MySpace captioned "Drunken pirate" and deemed it "unprofessional". She sued, arguing that by acting on the basis of her legal out-of-hours behavior
95:
A survey in 2007 found that half of UK employees would be outraged if their employers looked up information about them on social networking sites, and 56% thought it would be unethical. Employer surveys found that between approximately 20-67% of employers conduct
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The cost to a person's future can be very high if something undesirable is found by the increasing number of education institutions and employers using the internet as a tool to vet potential students or employees."
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services, including helping to remove embarrassing information from websites. According to a CareerBuilder study, it found that 57% of employers rejected potential employees when an online vetting scan happened.
619:
Berkelaar, Brenda L (2017-01-31). "Different ways new information technologies influence conventional organizational practices and employment relationships: The case of cybervetting for personnel selection".
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199:, state laws that limit the consideration of off-duty conduct in making employment decisions, and any searches risk breaching prohibitions against commercial use contained in the
943:"MySpace Isn't Your Space: Expanding the Fair Credit Reporting Act to Ensure Accountability and Fairness in Employer Searches of Online Social Networking Services"
663:
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advised that just looking at information on someone's social networking profiles would not be illegal, an employment law specialist noted that under the
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or public source of embarrassment, the URLs of any sites that featured them in a personal or professional capacity, and all of their online aliases.
596:"More Than Half of Employers Have Found Content on Social Media That Caused Them NOT to Hire a Candidate, According to Recent CareerBuilder Survey"
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63:. Employers may check profiles, posts, and photographs for indications that the candidate is unsuitable for a certain job or position.
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Scott, Craig R.; Barker, James R.; Kuhn, Timothy; Keyton, Joann; Turner, Paaige K.; Lewis, Laurie K., eds. (2017-02-21).
100:, including of social networking sites, and that some have turned down applicants as a result of their searches. 21% of
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rights, but a federal district court ruled that the photograph was not "protected speech" under the First
Amendment.
73:"Many young people are posting content online without thinking about the electronic footprint they leave behind.
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In 2017, research findings conducted with recruiters listed three primary function of a cybervetting process:
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surveyed said they looked at the social networking of prospective students, usually for those applying for
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Efficiency - A more effective way to gather information from a candidate than the conventional process;
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Social Media in
Employee Selection and Recruitment : Theory, Practice, and Current Challenges
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allows for recruiters to fully access and see what their candidates are doing and posting online.
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184:, processing and storing the information or using it to make discriminatory decisions could be.
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Screening - Process considered analogous to conventional background check and résumé analysis;
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Relational - Analysis of a candidate relationship and behavior through social network posts.
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705:"Screening Job Candidates With Social Media: A Manipulation of Disclosure Requests"
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195:(FCRA), which requires employers to gain the consent of applicants before doing a
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and other limited awards and programmes. Prospective political appointees to the
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314:"Social Media Screenings Gain in Popularity - businessnewsdaily.com"
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Nesbitt, Sean; Camilla
Marriott; Taylor Wessing (29 October 2007).
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is used by potential employers and other acquaintances to
792:"Vetting through social networking sites: weekly dilemma"
545:"If You're Applying for a Job, Censor Your Facebook Page"
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Drake, John R.; Furner, Christopher P. (2020-10-01).
926:"Social Networking Privacy and Its Affects [
464:"Promiscuous online culture and the vetting process"
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people's online presence or "internet reputation" ("
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709:Journal of Organizational and End User Computing
166:Top social media platforms used by the public.
82:— David Smith, deputy commissioner for the UK
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339:"Facebook posts 'could threaten your career'"
934:Convenient or Invasive - The Information Age
421:: CS1 maint: multiple names: authors list (
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571:"Startups Help Clean Up Online Reputations"
975:Employers Tap Web for Employee Information
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364:"Number of U.S. social network users 2027"
950:Kansas Journal of Law & Public Policy
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493:"Social networking sites: friend or foe?"
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387:B., Landers, Richard N. Schmidt, Gordon.
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519:"Before a job hunt, put a lid on tweets"
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438:"Facebook: The Next Great Vetting Tool?"
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936:. Boulder, Colorado: Ethica Publishing.
876:. Society for Human Resource Management
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941:Davis, Donald Carrington (2006–2007).
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337:Hope, Christopher (23 November 2007).
262:"Cyber-vetting managers face backlash"
897:"The Web Means the End of Forgetting"
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818:"Facebook vetting 'could be illegal'"
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569:Langfitt, Frank (15 November 2006).
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930:] on Employment Opportunities"
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436:Greenwood, Bill (September 2009).
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462:Croll, Alistair (29 April 2010).
178:Information Commissioner's Office
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84:Information Commissioner's Office
868:Zeidner, Rita (1 October 2007).
816:Farmer, Ben (27 November 2007).
203:of the social networking sites.
895:Rosen, Jeffrey (19 July 2010).
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924:Kennedy, Nicole; Matt Macko.
543:Eaton, Kim (19 August 2009).
240:Social media background check
112:were asked to list all their
956:(2): 237–256. Archived from
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600:Press Room | Career Builder
218:
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191:sites risks breaching the
45:social networking services
870:"How Deep Can You Probe?"
790:Wort, Jo (24 June 2008).
688:Cite uses generic title (
193:Fair Credit Reporting Act
102:colleges and universities
722:10.4018/JOEUC.2020100104
634:10.1177/0018726716686400
182:Data Protection Act 1998
209:Millersville University
136:companies offer online
843:"Workplace Twittering"
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979:National Public Radio
758:(1 ed.). Wiley.
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138:reputation management
128:that could suggest a
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246:Notes and references
130:conflict of interest
110:Obama administration
318:Business News Daily
289:"Caught in the net"
188:Age discrimination
168:
67:Views and practice
773:978-1-118-95560-4
442:Information Today
400:978-3-319-29989-1
268:. 18 October 2007
266:Management Issues
230:Digital footprint
211:had breached her
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373:2022-10-10
323:2020-11-08
293:The Lawyer
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