“Are you married?”
“Do you practice religion?”
“Are you heterosexual?”
“Do you suffer from any kind of illness?”
“Do you smoke/drink?”
Every HR professional knows that the questions above all fall in the list of questions you are not allowed to ask in the hiring process. These violate several discriminatory laws and can result in serious fines by the EEOC and negative press for your organization.
However, when an HR professional or Hiring Manager asks for a candidates Facebook login and password, guess what answers you will find:
“John Doe is married to Jane Doe”
“Interested In: Men and Women”
“Likes: Cancer Survivors of America (Survivors Only)”
“Photo Album: St. Patty’s Day Bar Crawl”
Some professionals are taking social media too far….
Seriously, what can you find in a Facebook profile that ADDS to the candidate’s ability to do the job that you cannot find in his or her resume or interview?
Conversely, what can you find in a Facebook profile that TAKES AWAY from the candidate’s ability to do the job that is both performance-based AND legally justifiable/non-discriminatory?
Social Media Snooping is getting out of hand.
Just in case you need a reminder, here are the legal implications of Social Media Recruitment: