{"id":894,"date":"2023-03-15T10:32:02","date_gmt":"2023-03-15T10:32:02","guid":{"rendered":"http:\/\/staging.www.hundred5.com\/uncategorized\/social-media-screening\/"},"modified":"2026-02-11T12:19:04","modified_gmt":"2026-02-11T12:19:04","slug":"social-media-screening","status":"publish","type":"post","link":"https:\/\/toggl.com\/blog\/social-media-screening","title":{"rendered":"The Pitfalls of Pre-Employment Social Media Screening"},"content":{"rendered":"\n<p><a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.prweb.com\/releases\/71_of_hiring_decision_makers_agree_social_media_is_effective_for_screening_applicants\/prweb17467312.htm\">71% of US hiring managers<\/a> believe that <strong>social media screening<\/strong> is a good way to filter out quality candidates, and the practice is now commonplace.<\/p>\n\n\n\n<p>Many hiring teams will look at what candidates post on their social media accounts to get a more in-depth look. But, <em>and it&#8217;s a big but<\/em>, there are <strong>growing legal and ethical concerns<\/strong>, from how it relates to the protection of peoples&#8217; personal information to practices of non-discrimination.<\/p>\n\n\n\n<p>To ensure a<strong> fair hiring process<\/strong>, more and more hiring teams are starting to reconsider this practice, and we&#8217;re here to explain why that&#8217;s mostly a good thing.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">TL;DR \u2014 key takeaways<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Social media screening<\/strong> is a way of learning more about a candidate through their social media profiles. Creepy? Maybe. Yet, <a href=\"https:\/\/www.prweb.com\/releases\/71_of_hiring_decision_makers_agree_social_media_is_effective_for_screening_applicants\/prweb17467312.htm\" target=\"_blank\" rel=\"noreferrer noopener\">70% of US hiring managers<\/a> support screening ALL of a candidate&#8217;s social accounts.<br><\/li>\n\n\n\n<li><strong>The main reasons<\/strong> why social media background checks are included in the recruitment process are to get a better idea of a candidate&#8217;s personality and how they think (insights you might not gain from other pre-employment steps) and to save on hiring costs.<br><\/li>\n\n\n\n<li>However, there are some big risks with this type of screening, such as the impact of global data privacy and discrimination laws and possible mega-fines if an organization screws it up!<br><\/li>\n\n\n\n<li>Fear not! We&#8217;ll help you out with <strong>a few tips<\/strong> if you&#8217;re planning to go down the social screening road \u2014 from creating a social media screening policy to why you shouldn&#8217;t use this HR tool as the first step in your recruitment process.<br><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">What is Social Media Screening?<\/h2>\n\n\n\n<p>Social media screening is a process recruiters use to learn more about a candidate by <strong>reviewing their social media activity <\/strong>during <strong>pre-employment assessments<\/strong>.<\/p>\n\n\n\n<p>Recruiters may look into all the social accounts applicants have, but they typically focus on LinkedIn, Facebook, and Twitter. <strong>LinkedIn <\/strong>is the most relevant for understanding a candidate from a <strong>professional point of view<\/strong>, as the platform is primarily for business and employment interactions.<\/p>\n\n\n        <div class=\"mb-8\">\n            <span class=\"block text-dark-purple-100 opacity-60 uppercase mb-2 text-sm font-bold\">Further Reading:<\/span>\n            <div class=\"border-t-[3px] border-b border-yellow-100 py-4 pb-2 lg:grid lg:gap-8\">\n                                    <div class=\"mb-4 lg:mb-2\">\n                        <a class=\"flex items-center hover:italic hover:text-dark-purple-80\" href=\"\" title=\"\" aria-label=\"\">\n                            <img decoding=\"async\" loading=\"lazy\" class=\"rounded-full w-14 h-14 mr-4 object-cover\" src=\"\" alt=\"\" width=\"56\" height=\"56\">\n                            <span class=\"font-semibold font-heading leading-snug\"><\/span>\n                        <\/a>\n                    <\/div>\n                            <\/div>\n        <\/div>\n    \n\n\n<h2 class=\"wp-block-heading\">Why are recruiters using social media screening to assess candidates?<\/h2>\n\n\n\n<p>Since candidates&#8217; <strong>CVs<\/strong> <strong>are not always a reliable indicator<\/strong> of <strong>how they&#8217;ll perform<\/strong> in a particular job, recruiters may use a social media background check to get a clearer overall picture of their personality, ways of thinking, and capabilities. Reviewing the person&#8217;s social media activity or public posts can potentially provide more insight into a candidate beyond their work or professional persona.<\/p>\n\n\n\n<p><strong>Plus, this type of social media monitoring can also help with:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Learning more about a <a href=\"https:\/\/toggl.com\/blog\/personality-types-hiring-process\" target=\"_blank\" rel=\"noreferrer noopener\">candidate&#8217;s personality<\/a> <strong>outside of the stress of an interview<\/strong> situation.<br><\/li>\n\n\n\n<li><strong><a href=\"https:\/\/toggl.com\/blog\/cost-of-hiring-an-employee\" target=\"_blank\" rel=\"noreferrer noopener\">Saving on hiring costs<\/a><\/strong>, from background check costs to reducing disciplinary or termination costs, by identifying any red flags in the pre-employment screening process.<br><\/li>\n\n\n\n<li><strong>Verifying a candidate&#8217;s core details<\/strong>, such as employment history, education, or professional endorsements.<br><\/li>\n\n\n\n<li>Identifying any <strong><a href=\"https:\/\/toggl.com\/blog\/hire-passive-candidates\" target=\"_blank\" rel=\"noreferrer noopener\">passive candidates<\/a> <\/strong>that may be worth reaching out to before beginning any official talent acquisition process.<\/li>\n<\/ul>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img loading=\"lazy\" decoding=\"async\" width=\"840\" height=\"498\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2019\/01\/social-media-screening-eliminating-candidates-1.png\" alt=\"what got applicants in trouble from posting on social media\" class=\"wp-image-1526\" srcset=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2019\/01\/social-media-screening-eliminating-candidates-1.png 840w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2019\/01\/social-media-screening-eliminating-candidates-1-300x178.png 300w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2019\/01\/social-media-screening-eliminating-candidates-1-768x455.png 768w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2019\/01\/social-media-screening-eliminating-candidates-1-230x137.png 230w\" sizes=\"auto, (max-width: 840px) 100vw, 840px\" \/><figcaption class=\"wp-element-caption\">According to <a aria-label=\" (opens in a new tab)\" href=\"https:\/\/www.prnewswire.com\/news-releases\/more-than-half-of-employers-have-found-content-on-social-media-that-caused-them-not-to-hire-a-candidate-according-to-recent-careerbuilder-survey-300694437.html\" target=\"_blank\" rel=\"noreferrer noopener\">research by CareerBuilder<\/a>, this is what employers primarily look for when screening candidates on social media.<\/figcaption><\/figure>\n<\/div>\n\n\n<p>However, if you think about it, recruiters may get a bit more info on a candidate this way, but they can also get the same insights in other ways that are <strong>less intrusive<\/strong>, such as asking a candidate to create an intro video of themselves.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The risks of using social media screening for employment<\/strong><\/h2>\n\n\n\n<p>While many HR or recruiter teams use social media background checks as part of their <a class=\"wpil_keyword_link\" href=\"https:\/\/toggl.com\/blog\/screening-process-for-hiring\" target=\"_blank\"  rel=\"noopener\" title=\"screening process\" data-wpil-keyword-link=\"linked\"  data-wpil-monitor-id=\"2404\">screening process<\/a>, the <strong>downside of this monitoring<\/strong> is not something that can be overlooked.<\/p>\n\n\n\n<p>For instance, a practitioner might see an inflammatory post (like one that alludes to violence, excessive alcohol consumption, or politically incorrect jokes, for example) on a candidate&#8217;s Facebook or Twitter account, feel offended, and then decide not to hire the person based solely on that post.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>In fact, a report by The Harris Poll shared that <a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.prweb.com\/releases\/71_of_hiring_decision_makers_agree_social_media_is_effective_for_screening_applicants\/prweb17467312.htm\">55% of employers<\/a> decided not to hire a particular candidate because of something found on the person&#8217;s social media.<\/p>\n<\/blockquote>\n\n\n\n<p>And it&#8217;s those types of hiring decisions that could affect the <strong>fairness and transparency<\/strong> in recruiting.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><a href=\"https:\/\/www.screeningcanada.ca\/blog\/social-media-background-checks\" target=\"_blank\" rel=\"noreferrer noopener\"><img loading=\"lazy\" decoding=\"async\" width=\"614\" height=\"1024\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/03\/image-1-614x1024.png\" alt=\"\" class=\"wp-image-40520\" srcset=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/03\/image-1-614x1024.png 614w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/03\/image-1-180x300.png 180w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/03\/image-1-242x404.png 242w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/03\/image-1-456x760.png 456w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/03\/image-1-484x806.png 484w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/03\/image-1-67x112.png 67w, https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/03\/image-1.png 660w\" sizes=\"auto, (max-width: 614px) 100vw, 614px\" \/><\/a><figcaption class=\"wp-element-caption\">What employers look for on candidates&#8217; social media profiles. | Source<\/figcaption><\/figure>\n<\/div>\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Global employment laws<\/h3>\n\n\n\n<p>Since many companies these days <strong>employ remote employees<\/strong> or contractors based in other countries or continents, it can open up a can of worms when it comes to applicable <strong>employment laws<\/strong>.<\/p>\n\n\n\n<p><a class=\"wpil_keyword_link\" href=\"https:\/\/toggl.com\/blog\/recruitment-best-practices\" title=\"Recruitment practices\" data-wpil-keyword-link=\"linked\">Recruitment practices<\/a> that may be ethically dubious \u2014 such as gathering personal information on potential employees from their social media \u2014 are not worth the risk of potential legal issues if things go wrong.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Hiring bias<\/h3>\n\n\n\n<p>Typically, a person reviewing a candidate&#8217;s social media accounts can access data that is not available to them in the normal course of hiring. This includes <strong>personal data<\/strong>,such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Age<\/li>\n\n\n\n<li>Gender<\/li>\n\n\n\n<li>Sexual orientation<\/li>\n\n\n\n<li>Religion<\/li>\n\n\n\n<li>Race<\/li>\n\n\n\n<li>Personal interests<\/li>\n<\/ul>\n\n\n\n<p>Gathering this personal information through social media monitoring could open candidates up to <strong>discrimination and <a class=\"wpil_keyword_link\" href=\"https:\/\/toggl.com\/blog\/unconscious-bias\" title=\"unconscious bias\" data-wpil-keyword-link=\"linked\">unconscious bias<\/a><\/strong>.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/images.surferseo.art\/0cdf1105-8174-4a38-9466-73c84f8ed7e2.webp\" alt=\"Organizations need to avoid bias in their recruiting process and in their operations for greater fairness and to spark more innovation. Artificial intelligence shows promise here.\"\/><figcaption class=\"wp-element-caption\">Organizations need to avoid bias in their recruiting process and in their operations for greater fairness and to spark more innovation. Artificial intelligence shows promise here. | <a href=\"https:\/\/asana.com\/resources\/unconscious-bias-examples\" target=\"_blank\" rel=\"noreferrer noopener\">Source<\/a><\/figcaption><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>You can see why many recruiters love social media\u2014it allows them to discover all the information they aren\u2019t allowed to ask about during an interview. But that\u2019s a problem, because one of the hallmarks of legal hiring practices is that they focus on behaviors within the work context. There should be a clear distinction between what people do during work and what they do outside of it. <\/p>\n<cite>Chad Van Iddekinge, Professor at the University of Iowa | <a href=\"https:\/\/hbr.org\/2021\/09\/stop-screening-job-candidates-social-media\" target=\"_blank\" rel=\"noreferrer noopener\">HBR<\/a><\/cite><\/blockquote>\n\n\n        <div class=\"mb-8\">\n            <span class=\"block text-dark-purple-100 opacity-60 uppercase mb-2 text-sm font-bold\">Further Reading:<\/span>\n            <div class=\"border-t-[3px] border-b border-yellow-100 py-4 pb-2 lg:grid lg:gap-8\">\n                                    <div class=\"mb-4 lg:mb-2\">\n                        <a class=\"flex items-center hover:italic hover:text-dark-purple-80\" href=\"https:\/\/toggl.com\/blog\/unconscious-bias\" title=\"13 Unconscious Bias Examples in Recruitment (+ How to Avoid Them)\" aria-label=\"13 Unconscious Bias Examples in Recruitment (+ How to Avoid Them)\">\n                            <img decoding=\"async\" loading=\"lazy\" class=\"rounded-full w-14 h-14 mr-4 object-cover\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2020\/07\/unconscious-bias-112x67.png\" alt=\"13 Unconscious Bias Examples in Recruitment (+ How to Avoid Them)\" width=\"56\" height=\"56\">\n                            <span class=\"font-semibold font-heading leading-snug\">13 Unconscious Bias Examples in Recruitment (+ How to Avoid Them)<\/span>\n                        <\/a>\n                    <\/div>\n                            <\/div>\n        <\/div>\n    \n\n\n<h3 class=\"wp-block-heading\">Discrimination and protection of personal data<\/h3>\n\n\n\n<p>From a legal perspective, in the US, the <a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.eeoc.gov\/overview\">U.S. Equal Employment Opportunity Commission<\/a> is a federal body that enforces <strong>laws against<\/strong> <strong>discrimination<\/strong>. And while the US has no singular law on data protection, <a target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.reuters.com\/legal\/legalindustry\/us-data-privacy-laws-enter-new-era-2023-2023-01-12\/\">four states<\/a> will be following California&#8217;s path with state <strong>data protection<\/strong> <strong>laws <\/strong>in 2023.<\/p>\n\n\n\n<p>In Europe, social media screening does fall under <a href=\"https:\/\/www.complygate.co.uk\/blog\/how-will-the-gdpr-affect-your-social-media-screening-policy\" target=\"_blank\" rel=\"noreferrer noopener\">GDPR legislation<\/a>, and infringements could result in mammoth fines! Plus, the <a href=\"https:\/\/commission.europa.eu\/aid-development-cooperation-fundamental-rights\/your-rights-eu\/know-your-rights\/equality\/non-discrimination_en\" target=\"_blank\" rel=\"noreferrer noopener\">European Union<\/a> also protects workers with official directives against discrimination.<\/p>\n\n\n\n<p>\ud83d\udcda Want to learn more about <a href=\"https:\/\/dataprivacymanager.net\/how-to-perform-gdpr-compliant-background-checks\/\" target=\"_blank\" rel=\"noreferrer noopener\">how to perform GDPR-compliant background checks<\/a>? Check out this article. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Inconsistency of information<\/h3>\n\n\n\n<p>Another issue that organizations face with social media background checks is the inconsistency of information available on social platforms. Not everyone is crazy about social media, and there are even applicants who don&#8217;t use social media at all (I know, shocking! \ud83d\ude09).<\/p>\n\n\n\n<p>Plus, some candidates may have profiles on social media sites but rarely update them. And finally, some candidates might enter false information on their profiles or posts.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img loading=\"lazy\" decoding=\"async\" width=\"560\" height=\"174\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2019\/01\/social-media-influence.gif\" alt=\"social media influence\" class=\"wp-image-1525\"\/><figcaption class=\"wp-element-caption\">Social media screening is not the best source of information about candidates. <\/figcaption><\/figure>\n<\/div>\n\n\n<h2 class=\"wp-block-heading\">Tips for conducting a social media background check<\/h2>\n\n\n\n<p>While using social media as a screening tool may sound like less of a good idea now, done right \u2014 it could still help you gather some more context on a candidate.<\/p>\n\n\n\n<p>Here are a few tips to help you stay on the straight and narrow.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>#1 \u2013 Create a policy for social media screening<\/strong><\/h3>\n\n\n\n<p>This will help keep the process consistent, fair, and legal. It could include things like:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Sticking to what&#8217;s relevant to the candidate&#8217;s professional life<\/li>\n\n\n\n<li>Double-checking all findings with other assets like their CV or references<\/li>\n\n\n\n<li>Abiding by laws governing discrimination and data privacy<\/li>\n\n\n\n<li>What specific social media channels you&#8217;ll use<\/li>\n\n\n\n<li>The list of other tools you&#8217;ll use to screen and assess the candidate, such as skills tests<\/li>\n<\/ul>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>#2 \u2013 Know the law<\/strong><\/h3>\n\n\n\n<p>Depending on where you are located,&nbsp;<a href=\"https:\/\/toggl.com\/blog\/screening-candidates\" target=\"_blank\" rel=\"noreferrer noopener\">screening candidates<\/a>&nbsp;through social media platforms could get you in legal trouble. <\/p>\n\n\n\n<p>Make sure you know the laws governing hiring in your country and theirs and ensure there&#8217;s strict compliance with your processes. Or outsource to a <strong>background screening company<\/strong> if you want to play it safe.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>#3 \u2013 Don&#8217;t make it the 1st step of\u00a0the screening process<\/strong>\u00a0<\/h3>\n\n\n\n<p>There&#8217;s lots of data that you can use to <strong>compare candidates<\/strong>, such as test results, work experience, education, or portfolio examples. <\/p>\n\n\n\n<p>All of these are way more relevant to the position than assessing the candidate&#8217;s social media profile. So, leave social media screening (if you have to do it) for the very end of the hiring process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>#4 \u2013 Don&#8217;t make assumptions<\/strong><\/h3>\n\n\n\n<p>You can only get a certain amount of information directly from social media channels, but you won&#8217;t be able to get the full picture every time. <\/p>\n\n\n\n<p><strong>Combine those insights<\/strong> with the broader pre-employment data you gather, and you&#8217;ll get a pretty good idea if your candidate is a good fit. <\/p>\n\n\n\n<p>And whether any <a class=\"wpil_keyword_link\" href=\"https:\/\/toggl.com\/blog\/interview-red-flags\" title=\"red flags\" data-wpil-keyword-link=\"linked\">red flags<\/a> you noticed (such as alcohol or drug use) in that post seem to be valid.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>#5 \u2013 Don&#8217;t use LinkedIn only<\/strong>&nbsp;<\/h3>\n\n\n\n<p>While it&#8217;s the best for professional use, LinkedIn is definitely not the only platform for screening. <\/p>\n\n\n\n<p>For example, you can look up developers on GitHub and StackOverflow, learn more about writers on Medium, or check out designer portfolios on Dribbble and Behance.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/images.surferseo.art\/7bccd9b3-49cc-4cee-a826-bfeece920012.png\" alt=\"An organization's recruitment process should involve many different data sources, including a social media background check, to paint an accurate picture of job seekers.\"\/><figcaption class=\"wp-element-caption\">An organization&#8217;s recruitment process should involve many different data sources, including a social media background check, to paint an accurate picture of job seekers. | <a href=\"https:\/\/www.freshworks.com\/hrms\/recruitment\/candidate-screening\/\" target=\"_blank\" rel=\"noreferrer noopener\">Source<\/a><\/figcaption><\/figure>\n\n\n        <div class=\"mb-8\">\n            <span class=\"block text-dark-purple-100 opacity-60 uppercase mb-2 text-sm font-bold\">Further Reading:<\/span>\n            <div class=\"border-t-[3px] border-b border-yellow-100 py-4 pb-2 lg:grid lg:gap-8\">\n                                    <div class=\"mb-4 lg:mb-2\">\n                        <a class=\"flex items-center hover:italic hover:text-dark-purple-80\" href=\"https:\/\/toggl.com\/blog\/screening-candidates\" title=\"11 Popular Methods for Screening Candidates in 2026\" aria-label=\"11 Popular Methods for Screening Candidates in 2026\">\n                            <img decoding=\"async\" loading=\"lazy\" class=\"rounded-full w-14 h-14 mr-4 object-cover\" src=\"https:\/\/toggl.com\/blog\/wp-content\/uploads\/2023\/01\/Methods-for-screening-candidates-112x68.png\" alt=\"11 Popular Methods for Screening Candidates in 2026\" width=\"56\" height=\"56\">\n                            <span class=\"font-semibold font-heading leading-snug\">11 Popular Methods for Screening Candidates in 2026<\/span>\n                        <\/a>\n                    <\/div>\n                            <\/div>\n        <\/div>\n    \n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">#6 \u2013 Bonus tip<\/h3>\n\n\n\n<p>As a potential employer, sending <strong>friend requests<\/strong> to job seekers is a) weird, and b) just a sneaky way to get more intel on them \u2014 so DON&#8217;T do it!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Social media screening is no longer a taboo and has long become a standard part of the screening process when hiring new employees.<\/p>\n","protected":false},"author":624,"featured_media":40513,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[846,847],"tags":[800],"class_list":["post-894","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent-acquisition","category-talent-assessments","tag-screening-candidates"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The Pitfalls of Pre-Employment Social Media Screening<\/title>\n<meta name=\"description\" content=\"Social media screening is a questionable part of the candidate screening process. Here is what you should and should not do when hiring!\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/toggl.com\/blog\/social-media-screening\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Pitfalls of Pre-Employment Social Media Screening\" \/>\n<meta property=\"og:description\" content=\"Social media screening is a questionable part of the candidate screening process. 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