Job seekers have long been warned of their social media posts as an increasing number of organizations are using Facebook and Twitter to screen candidates. But a new study suggests that practice may be a double-edged sword.
Research from North Carolina State University shows that companies could potentially alienate job candidates by using their Facebook pages as part of the review process -- making it more difficult for organizations to attract top candidates.
"The recruiting and selection process is your first indication of how you’ll be treated by a prospective employer," said Will Stoughton, a Ph.D. student and lead author, in a statement.
"If elite job prospects feel their privacy has been compromised, it puts the hiring company at a competitive disadvantage."
In the first study, 175 participants who had applied for a job online were told that their Facebook pages were screened for "professionalism."
Two-thirds of participants said they found a prospective employer less attractive after learning of the Facebook screening.
In a second study, 208 participants were asked of a hypothetical situation where employers reviewed their Facebook profile.
Researchers found that 60 per cent of participants held a negative view of the potential employer, regardless of whether or not they got the job, because they felt their privacy was violated.
The study, published in the Journal of Business and Psychology, also showed that social medial screening increases the likelihood of job candidates taking legal action against a company.
"This research tells us that companies need to carefully weigh whatever advantage they believe they get from social media screening against the increased likelihood of alienating potential employees," said Lori Foster Thompson, a psychology professor at NC State and co-author of the paper. "Elite job prospects have options, and are more likely to steer clear of potential employers they don't trust."
