Social Media Screening, Who’s Doing It? And Why You Shouldn’t

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2016 HireRight EMEA Employment Screening Benchmark Report

Our latest benchmarking report gives insights into the social media screening policy of EMEA organisations. With the growth of social media in people’s everyday lives, the inevitable question is, what part does that play in recruitment? At what point do people’s personal profiles become important in hiring?

Around the world businesses must now consider whether to include social media in the recruitment process to better understand their candidate’s backgrounds and behaviours. Our latest research shows that EMEA businesses are the most likely to look into an applicant’s social media presence, with LinkedIn the most popular choice for such research, with 29% of organisations checking the platform. Perhaps more surprising is the news that 14% now say they look at Facebook profiles during the process.

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However, despite evidence suggesting businesses are using these platforms to research candidates, these kinds of checks should be carried out with caution. While LinkedIn may list professional experience, it is risky to make a hiring decision on this information as there is no way of verifying its credibility. Conversely, if a decision to not hire a candidate is based on information found via social media, it could lead to accusations of discrimination.

Download the full report to see more of the latest trends in employment screening.



HireRight is here to help guide you through the biggest screening challenges so you can focus on what’s important to you; attracting top talent. HireRight provides employment background screening services to organisations of any size, in every industry, and nearly anywhere.

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The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.

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