What not to do when reviewing job applicants’ social media pages

Facebook and Twitter are a wealth of information but can expose your company to liability

This first article of a three-part series on social media explores three “don’ts” surrounding an employer’s use of social media to vet job applicants and make hiring decisions.


Don’t look

A prospective employee’s social networking site can reveal a significant amount of information that could influence the hiring decision. A candidate’s Facebook or Twitter page that is replete with racist, sexist or bigoted sentiments or images, for example, would undoubtedly give pause to an employer ready to make a job offer. But the decision-maker’s review could simultaneously supply it with information that could later make it the target of a discrimination suit.

Contributing Author

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Kwabena Appenteng

Kwabena Appenteng is based in the Chicago office of the national labor and employment law firm Ogletree Deakins. Appenteng's practice focuses on a wide range...

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