Is it wrong for companies to analyse candidates’ social media profiles when making a decision to hire?

It is wrong for companies to
analyse candidates’ social
media profiles when making a
decision to hire

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Arguments in Favour (It is not Wrong).......................................................................................1
Arguments Against (It is Wrong)................................................................................................2
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Social media platforms which allow users to interact with other users on the platforms
have become important part of everyone’s life. This is a platform that people share all the events
of their life. These platforms not only allow sharing personal and social events but people can
also share their opinion on these platforms. Social media has transformed the way people used to
live. Social media other than the sharing and connecting with other people has become useful
medium for many other purposes, like marketing and inquiring about other people and their life.
Employers now a day are also using this medium while employing candidates to ensure about
their suitability for the organisation and for the job they are being recruited. This report will
discuss whether the decision of company to analyse social media profiles before hiring
employees is wrong and if it is wrong then why it is wrong.
MAIN BODY
Arguments in Favour (It is not Wrong)
In the context of hiring and recruitment it can be said that it is one of the main function o
HR which is considered as the key of the success. While making decision of hiring employees,
HR needs to consider several factors in order to make their decision effective and successful and
hiring skilled workforce (Jeske and Shultz, 2016). In this context, it can also be said that there
are several companies who are making an effective use of technology and social media for hiring
employees. All people are active on social media and it can be said that making hiring decision
on the basis of social media profile of candidates can provide several benefits.
Getting informations: One of the main benefit of using social media profiles of
candidates in the hiring decision is HR can get many informations regarding employees as their
hobbies, their age, gender, DOB, their qualifications etc. All these informations are required in
making hiring decision so, it can be said that it is one of the main advantage of using social
media profile of candidates.
Identifying human behaviour; With the help of social media profiling, HR can also
analyse that whether the person is introvert or extrovert. Social media is becoming popular day
by day as most of the people even update their each information on social media or their daily
activities (Solomon, 2019). Identifying the nature and human behaviour is also important for HR.
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