Privacy of information is important to all people. Granted, some are a little freer with it than others, but thereâ€™s a limit to what people are willing to share. Over the past few weeks a disturbing trend has come to light: some companies have been infringing on potential employeesâ€™ privacy by asking for a little too much during interviews.
News agencies have been carrying stories about companies that have been asking job applicants for their Facebook logins and passwords before or during an interview. This is a slightly unsettling trend when observed from the job interviewee viewpoint.
Itâ€™s become a common practice of employers to look at the social profiles of potential employees to get to know the job seeker on a more personal level. Users have responded by ensuring that their profiles are private, much to the chagrin of would-be snoopers. So what have companies done? Some have started asking potential employees for access to their social media usernames and passwords. This new practice has the masses wondering, â€œIs this legal and am I protected?â€
Currently there are no laws (in the US) that state that itâ€™s illegal for employers to ask employees, potential or otherwise, for their social network usernames and passwords. There are however lawmakers in California, Maryland and Illinois who have introduced legislation that will bar companies from asking for account information. But this is by no means law yet.
Facebook has weighed in on this as well, â€œThis practice [asking for passwords] undermines the privacy expectations and the security of both the user and the userâ€™s friends. It also potentially exposes the employer who seeks this access to unanticipated legal liability.â€
What Facebook means by this is that if a company does check into a potential employee, sees they are part of a protected group e.g., LGBT, and does not hire a person on those grounds the company could face claims of discrimination. Beyond that, Facebook also pointed out that giving out or soliciting passwords to your or another userâ€™s account is a breach of Facebookâ€™s Statement of Rights and Responsibilities.
According to most articles, this is a fiasco. But if you look at it from an HR point of view, you want to know that the person sitting across from you really is who they say they are. You are protecting your interests as much as the interviewee is protecting their privacy. Short of asking people for their passwords there are five legal actions you can take to find out more about an interviewee.
- Basic Internet search: Your results may return hits for other people with the same name. To get around this, narrow the search by adding an email address, phone number or address.
- Facebook: Itâ€™s perfectly fine to use Facebook to search for a job seekerâ€™s profile and do a little social snooping. Donâ€™t forget, there are other social media sites out there, LinkedIn is a particularly good source for discovering a personâ€™s work history. A big boon of Linkedin is that users tend to be free with their work related information on this site.
- Conduct background checks: Itâ€™s a good idea to conduct checks, especially if you work with money or other high value items. If you donâ€™t have time to conduct checks, there are companies that will conduct checks for you. Itâ€™s important to be aware of the law regarding background checks in your region.
- Ask for, and check references: Companies just donâ€™t do this anymore. It only takes a few minutes to call or email each reference provided. If you call the referrers and ask the right questions, you could learn a lot more about the applicant this way.
- Prepare ahead of time: We are all busy, but itâ€™s important that you look over a resume before the interview. Pay close attention to employment history and take note of gaps in employment or short stints (less than one year) at companies.
You will be able to find just as much information about a person by using legal means to research as compared with asking for their social media accounts. If you would like to learn more about Facebook or other social media sites let us know.