Comments on: What Does Your Social Media Footprint Tell Employers? The Facebook Test

By: Chris Breikss

Chris Breikss — Tue, 01 Dec 2009 00:52:57 +0000

When researching prospective hires, it is often a quick judgement call as to whether or not to put them in the “naughty” or “nice” email folder of resumes. We receive nearly 200 applicants per job posting and it takes time to screen them. Often a quick search in Google, Facebook, Twitter and LinkedIn will qualify the candidate and progress them to the next stage, or to the bottom of the barrel. (Doing a search on yourself is what we call ‘ego-surfing’).

By: Tris Hussey

Tris Hussey — Tue, 01 Dec 2009 00:09:48 +0000

Yes not a simple matter. What if someone falls within a protected characteristic, but their overall social media profile is very unprofessional?

Not easy at all.

By: Laura Hazen

Laura Hazen — Mon, 30 Nov 2009 22:32:07 +0000

As an employment attorney who represents many employers (and the occasional employee), I have seen firsthand the ways that a Facebook or other social media posting can come back to haunt the unsuspecting employee! More than one case has blown up as a result of the careless post.

I have also seen employers land in hot water because of adverse employment actions taken after viewing social media comments. For example, if I learn that you are involved in a social club that offends me, and I terminate you shortly thereafter, the employee may argue that they were terminated as a result of their lawful offduty conduct (prohibited by statute in Colorado). Similarly, if I fail to hire an employee after I learn information about his/her sexual orientation, religion, family responsibilities, marital status or other protected characteristic, then that employee may have a discrimination claim.

Sticky wicket to be sure.

By: Tris Hussey

Tris Hussey — Mon, 30 Nov 2009 20:59:17 +0000

Thanks much. Yes, I did a similar thing in my class, but in reverse. Instead of giving them my standard bio at the beginning of class. I challenged them to Google me and see what they could find.
My point was made and reinforced in one fell swoop!

By: Ef Rodriguez

Ef Rodriguez — Mon, 30 Nov 2009 20:55:42 +0000

I have given similar talks at the University of Colorado at Boulder and am perpetually amused by the wide stares I get from students as their ever-so-public social media footprint dawns on them.

The power that web anonymity gives you is fleeting. As we’re compelled to “be ourselves” online, we have to understand the possible repercussions that come with marrying your job-seeking self with your online self.

Good post, homeslice.

By: Nora A Burns, SPHR

Nora A Burns, SPHR — Mon, 30 Nov 2009 20:42:47 +0000

Great example – in Milwaukee, WI years ago a supervisor was demoted to a non-supervisory position after his photograph appeared in the Milwaukee Journal/Sentinel — the photo had been taken at a rally where the supervisor was wearing a T-shirt promoting the teachings of “The White Man’s Bible” – the employer decided they could not have a man promoting racist beliefs in a supervisory role and demoted him. The employee sued on the basis of religious discrimination – that he lost pay/position as a direct result of his religious beliefs which had not come into play in the workforce itself but were only known to the company as a result of the newspaper article.

He won – employer lost.

There are countless cases of organizations being sued after an employee (or potential employee) voluntarily revealed information about their pregnancy, sexual orientation, religious beliefs, etc and then was not hired or was laid off.

Even the appearance of impropriety goes a long way in front of a jury.

It’s worth considering prior to doing a search on google, facebook, myspace, twitter, etc.

By: Tris Hussey

Tris Hussey — Sat, 28 Nov 2009 22:40:29 +0000

Nora that is a very valid concern. There has always be the reference check, but now with expanding to what you’re doing online does make things interesting. I will say, however, if what is being looked for and said in public, what then? What if you were at a protest, caught on film by a tv crew, then a potential employer saw it. That could create bias … but what then?

By: Nora A Burns, SPHR

Nora A Burns, SPHR — Sat, 28 Nov 2009 15:28:40 +0000

While I agree it’s important for everyone to be aware of what they are posting to twitter, facebook, myspace, etc and to fully appreciate the transparency that comes with social media, it is exceptionally important for employers to realize the potential ramifications of searching social media for posts from employees and potential employees.

There is a wealth of information posted to social media sites about individuals’ protected classifications….i.e. age, disability, sexual orientation, religious and political beliefs, etc.

You can’t unring a bell.

Once you have this information it will be difficult….nearly impossible… to prove you did NOT use it in deciding who to ….and who not to….hire.

Be cautious – talk with your employment lawyer and get insights from them on the risks vs rewards of on-line searches as part of your hiring process.

Nora A Burns, SPHR
Twitter: @NoraBurns

By: Tris Hussey

Tris Hussey — Sat, 28 Nov 2009 05:09:33 +0000

Danielle … I forgot about what friends post on your wall! I’ve had to delete a few wall posts that friends left because I didn’t want them tied to my name or just on my FB profile at all.

Never forget that once you post it, it’s always there. Forever.

By: Danielle

Danielle — Sat, 28 Nov 2009 05:07:03 +0000

My current employer did a Facebook check on me. I get it – it makes sense to find out if the person is a right fit for their company and if I post it online for all to see, I can’t really blame them for looking. I always try to consider: Would I want my grandma to see this? If no, then likely it has no place being on the internet.

It’s not my wall comments or photos that concern me so much as what my friends post on Facebook.