Can I Consider a Candidate’s Social Media Presence When Making a Hiring Decision?

Dear Kristy, 

When I’m interviewing candidates, I sometimes wonder if I should check their social media. It seems like it could give me extra insight into who they truly are outside of the interview, but I also don’t want to cross any lines or get into legal trouble. Can I consider a candidate’s social media presence when making a hiring decision?

My short answer is no—you should avoid using social media to make hiring decisions. While it’s tempting to peek into a candidate’s online life, doing so opens the door to serious risks, particularly around discrimination.

Here’s why: social media often reveals personal details that are protected in the hiring process—age, race, religion, disability, marital status, even political views. Once you’ve seen that information, you can’t “unsee” it. If a candidate is later rejected, they could claim the decision was influenced by one of those protected factors, and suddenly, you’re dealing with more than just a hiring decision.

Another problem is consistency. If you check one candidate’s social media but not another’s, you’ve created an uneven process. Consistency is a cornerstone of fair hiring practices, and anything that jeopardizes that fairness puts your company at risk.

Instead of turning to social media, rely on structured interviews, job-related assessments, and reference checks. These tools are designed to evaluate candidates on skills, experience, and fit—without pulling in irrelevant or discriminatory factors.

My advice: Keep social media out of the hiring process altogether. The risks far outweigh the rewards, and you’ll build stronger teams by focusing on what truly matters—their ability to succeed in the role.

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