Cybervetting

What is cybervetting?

Cybervetting is the process of researching online information about job applicants or potential candidates to get more background information about them. This practice can include checking social media profiles, blogs, online activities, and other digital footprints to gather insights into a person’s behavior, character, and suitability for a particular role or opportunity.

Cybervetting is a growing practice among HR professionals, who use it as part of their screening process to evaluate an applicant’s or candidate’s suitability. About 70% of employers say they use social networking sites to research candidates during the hiring process. Over 50% have admitted that they did not hire a candidate as a result of their social media content.

Is cybervetting legal?

The practice of cybervetting job applicants or potential candidates is not illegal. However, it can be unlawful depending on how employers obtain and use the information.

In the United States, while there’s no specific federal law prohibiting cybervetting, employers must comply with existing laws like the Fair Credit Reporting Act (FCRA), which requires employers to obtain consent before using a third party to conduct a background check, and the Americans with Disabilities Act (ADA), which prohibits discrimination based on disability.

In the European Union, the General Data Protection Regulation (GDPR) imposes stricter rules. Employers must have a legitimate reason for processing personal data and must ensure transparency, limited data collection, and the rights of individuals to control their own data.

Employers must also avoid discrimination based on race, gender, religion, and other protected characteristics, as dictated by local employment laws. Therefore, if an employer uses information gathered from social media or other online sources to make hiring decisions, they need to ensure that this use does not lead to discriminatory practices.

HR tip

It’s essential for HR professionals to navigate the ethical and legal boundaries associated with cybervetting. This includes respecting privacy, avoiding discrimination, and being transparent with candidates about the use of online information in the hiring process.

Advantages and disadvantages of cybervetting candidates

There are benefits and cons to using cybervetting in hiring practices and decisions. Here are a few areas HR professionals should be aware of:

Advantages

• Fuller candidate profiles: Researching a candidate’s online presence can potentially reveal skills, hobbies, or experiences that are not mentioned on resumes, applications, or interviews.
• Verification of information: Information found online can help you quickly cross-check qualifications mentioned on resumes. For example, LinkedIn can be used to verify candidates’ certifications, skills, or prior experience.
• Faster applicant screening: Cybervetting allows HR to quickly scan a larger number of applicants earlier in the hiring process. This efficiency is crucial when dealing with high volumes of applications.
• Improved quality of hire: Understanding the person behind the application helps ensure that new hires are not only capable but also a good fit for the company culture, ultimately leading to better hiring decisions.

Disadvantages

• Potential bias: Assumptions made solely based on a candidate’s online searches may lead to biased hiring decisions. For example, a recruiter may favor an applicant because they discovered they share similar hobbies.
• Discrimination concerns: Information gathered through cybervetting can inadvertently or deliberately be used to discriminate against candidates based on factors such as race, gender, religion, sexual orientation, or political views.
• Invasion of privacy: One of the most significant issues with this method is the potential invasion of privacy. Employers or other parties can access personal information that may not be relevant to professional capabilities or job performance.
• Inaccurate assessments: Interpreting online or social network profiles is often subjective. Plus, information can be inaccurate or misleading, causing you to misjudge a candidate’s character or qualifications.

How HR can ethically cybervet potential candidates

What are some best practices for HR when cybervetting potential candidates? Focus on obtaining information in the most ethical way process. Here are some recommended steps:

• Internet search: A simple Google search can provide you with some basic, publicly available information about a candidate’s background.
• Social media checks: Review profiles on social media platforms like LinkedIn, Twitter, or Instagram to gather insights into candidates’ professionalism, personality, and how they represent themselves publicly.
• Professional websites and portfolios: Reviewing these can give you more insight into a candidate’s work samples, past projects, and achievements that highlight the skills and experience beneficial to the position.
• Online forums and communities: Focus on publicly available forums and communities that demonstrate a candidate’s expertise, industry knowledge, or engagement in job-related topics (versus personal conversations or private groups).
• Background checks: It’s best to reserve a background check with a candidate’s written consent and after a conditional offer has been made. It should comply with legal requirements.

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