Employers Beware: The Dark Side of Facebooking Employees

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Facebook stalking is not uncommon to the average social media user. Entire groups on the social networking site exist to highlight overindul

gent members’ activity. Miraculously, and because of people’s lack of stalker-awareness, information that was once only attainable through direct conversation is now learned with a few clicks of the mouse.

Relationship updates, honeymoon pictures and favorite quotes are just a few things freely offered on this social networking site. But what happens when potential employers become the classic Facebook stalker? It doesn’t take a private detective to find the few pictures your distant friend forgot to delete from that one spring break vacation four years ago.

You know? The pictures that make you look like a complete, out of control, train wreck. Yes, those lovely images that you have hidden, but less-intelligent friends of yours have posted. This is a problem because, when applying for jobs, the average candidate wants to be perceived as a valuable competent member of society, not a raging partier or swimsuit-clad MTV contestant.

The average candidate wants to be perceived as a valuable competent member of society, not a raging partier or swimsuit-clad MTV contestant.

Although some organizations see “investigating” their candidates via social media sites as an advantage, some are wondering if taking this action is necessary.

Organizations may find a better use of their time engaging in face-to-face conversations with potential applicants, as opposed to researching them online. Utilizing tools such as pre-hire assessments can actually determine beliefs and attitudes that will directly impact job performance.

The volume of valid pre-hire assessments available today outnumbers the hours that would be required of each associate responsible for “investigating” potential candidates on social media outlets. Using pre-hire tools is a wise investment for organizations who want to hire people that will be successful in their position. Facebook, LinkedIn and Twitter may depict one side of an applicant, but only pre-hire assessments paired with interviews will show employers who is right for the job.

Does the information posted on a person’s social media profiles inhibit their ability to perform as an employee? Do pictures from several years ago determine a person’s character today? Many organizations have deemed themselves able to determine a person’s morale character strictly from viewing a few web pages, but is that really fair?

For related content, read Michael Schrage’s post “Should Honesty Be the Policy in Your Office?”

Tagged as: Employee Screening, Hiring, Pop-Culture Management, PPI, Profile XT