Cons of Social Media Screening

Although Social Media has evolved into a branding tool for everyone rather than just a place to connect with new people and voice one’s thoughts. Earlier, we had discussed how numerous companies are using social media platforms to screen candidates to ascertain whether they would be a perfect fit for them. The Process also carries various issues listed below:

  1. Invasion of privacy and Personal Information:

    Social media is a personal space for most. They move nonchalantly with their friends and others, hence, it’s not an assurance of their behavior in a professional setting. One cannot confuse the professional and the personal aspects of the candidate. As typically, each person carries a unique persona in different spaces, reckoning on the surrounding and people they interact with. Social media screening is an invasion of the privacy of the candidate. The information shared on these platforms are largely for personal use and aren’t essentially meant for professional use. Hence, checking on this information for hiring is invading into personal space without permission. Knowledge about age or other influencing factors might be on these platforms that a candidate might not have mentioned in the resume.

  2. Inconsistent data

    Each individual uses social media in different ways. One candidate may post lots of information or blogs on their account whereas another may hardly use any social media platforms. Lack of consistent data about the candidates applying for same jobs may be a downside that can’t be resolved by social media screening. The presence of everyone on social media also varies in conjunction with their content management. One candidate could be on Facebook, or LinkedIn and the other might not be on Facebook. An analogous data ought to be looked at to make the final call among the applicants. These inconsistent data gaps could hinder the decision in hiring. For instance, an active user on these platforms may mention things which might not be approved or could seem as an unfit candidate while a less active candidate on these platforms might not have any negative content. However, it’s arduous to understand if the latter will be a better candidate for the company than the first one.

  3. Lack of Reliability

    Social media is certainly not the most reliable source of data for everything. It doesn’t inform the employer about any record held by the candidate, nor any other personal data which might be necessary for the employer to look out for. Yet, the candidate could be hiding it. Also, in the cases where accounts are hacked also pose a danger for the inaccurate data regarding the candidate. Generally, there are multiple accounts with identical names or the presence of faux accounts, hence increasing the risk of knowing about the right person. Several tend to put up privacy settings, hence, the employer won’t get anything about the candidate.

  4. Increase in favoritism

    Social media screening may result in the employer liking a particular candidate and favor them over the deserving one. One can see and learn about things they like or have in common with the employer, this can naturally develop an explicit liking towards that specific person. This liking doesn’t guarantee the candidate to be the correct person for the job. Whereas the candidate who has nothing in common with the employer could be a much better person for the job. Similarities with the person tend to inadvertently favor the employer towards them. Since we tend to unconsciously judge people by our emotions, hence, social media screening may be a risky terrain to be on.

  5. Control Of Data

    In Facebook, friends of the candidate may post something on their timeline which might not be liked by the employer. this can lead to immediate judgment and in fact, it’d be something that isn’t even relevant to the candidate. This irregularity hinders to have a transparent picture of the person. There are several instances when people hack accounts and post embarrassing content through the person’s page which isn’t who the person is. While on Twitter, the person can decide to follow anyone, however, who follows them will solely be controlled by the settings. however, Facebook is a widely used social media platform which might lead to ambiguous information about the candidate.

  6. Legal problems

    Social media screening comes with laws and legal issues. Every social media platform has relevant legal clause mentioned concerning their usage. Employers cannot ask the candidate about their passwords or any other data to have a radical social screening. The problems regarding hiring judgment made on the premise of caste, culture, gender, faith tend to happen most in social media screening. If in case, the candidate finds out that the selection was made on the premise of any discrimination based on social space, it will lead to lawsuits against the employer. Then they not only ought to deal with all the legal trouble but additionally it’ll tarnish their reputation, hence, social media screening is quite risky.

Social media, having it’s own advantages also has it’s fair share of disadvantages. Hence, we’d like to term it as “necessary evil”.