Social media screening : to do or not to do ?
In today’s digital world, it’s tempting for recruiters to “take a peek” at candidates’ social media profiles. A quick check on LinkedIn, Instagram, or Facebook can reveal intriguing details. But how far is too far? And is social media screening really as useful as it seems?
What is social media screening?
Social media screening involves conducting online checks before or during the recruitment process. Recruiters may examine a candidate’s social media presence—even before the first interview. While this often begins with professional platforms like LinkedIn, increasingly, personal channels such as Facebook, Instagram, and others are being reviewed. This is typically done without the candidate’s knowledge.
The reasons for this vary: to verify professional details, assess personality traits, or identify red flags such as discriminatory remarks, inappropriate behavior, or signs of substance abuse.
How important are a candidate’s social media accounts?
There’s no denying that social media plays a role in the selection process. Studies show that 70% of employers review candidates’ social media accounts, and over half have rejected candidates based on what they found.
LinkedIn remains the most commonly used platform for screening. Today, it acts as a secondary résumé, offering insight into not just professional experience, but also a person’s network, posts, and endorsements. A well-maintained profile can make a significant difference.
Other platforms – such as Facebook, Instagram, TikTok, and X (formerly Twitter)—offer a glimpse into the person behind the résumé. Interestingly, studies suggest that red flags for recruiters are not limited to alcohol or drug use. Candidates who come across as overly self-absorbed or who express extreme views are more frequently rejected.
Differences by role, sector and seniority
The relevance of social media screening varies based on context. For marketing and communications roles, a creative and dynamic profile can be an asset. In contrast, discretion and neutrality are valued in financial or legal roles.
The sector also matters. In the private sector, social media screening is more common than in the public sector, where stricter confidentiality rules apply. Seniority plays a role too—a CEO is more likely to be scrutinized for an old tweet than an intern.
The pitfalls of social media screening
Despite its perceived benefits, social media screening carries risks. Online profiles rarely present a complete or objective view of a candidate. Recruiters may, consciously or unconsciously, seek information that confirms their initial impressions.
A bold opinion or inappropriate meme from 2014 can unfairly impact a candidate’s chances, even if unrelated to the role. There’s also a risk of discrimination: social media profiles may reveal protected characteristics such as religion, sexual orientation, age, or ethnicity—factors that legally cannot influence hiring decisions.
Privacy is another concern. Candidates rightly expect their personal lives to remain separate from professional evaluations. Excessive screening can erode trust. Skilled recruiters focus on future potential, not past mistakes. A photo from a candidate’s student years should never outweigh their motivation, skills, or capacity for growth.
Do’s & don’ts for recruiters
If you choose to engage in social media screening, follow these best practices:
Do:
- Set clear goals and criteria before screening.
- Treat all candidates equally and document the screening process.
- Focus on professionally relevant content (e.g., LinkedIn).
- Be transparent and discuss findings with candidates if they influence your decision.
Don’t:
- Screen social media before the first interview—this can lead to bias.
- Draw conclusions based on isolated or outdated posts.
- Send friend requests—maintain professional boundaries.
- Disqualify candidates based on irrelevant or personal content.
Text: Lynn Guillaume
