Workplace rights: Cyber-vetting job applicants

Germany is considering banning recruiters from researching Facebook profiles of job applicants in order to protect their privacy.

by Michael Burd and James Davies

Use of social networks set up for 'communication purposes' would be forbidden, although not information gleaned from search engines and professional sites such as LinkedIn. In the UK, it is not inherently unlawful to check out a candidate's 'netrep' (internet reputation), but employers should comply with data protection and anti-discrimination laws. That means being upfront that online checks are being used and obtaining individuals' consent wherever possible, particularly when investigating sources such as Facebook. A sensible precaution is to entrust web searches to someone who is not a decision-maker in the recruitment exercise. That way, you can screen out extraneous or discriminatory information, such as a person's religion, age or sexuality. It also ensures that only matters relevant to candidates' suitability for the job are considered - for example, material that contradicts their application form or CV.

-  Michael Burd and James Davies are from Lewis Silkin LLP solicitors. Email: employment@lewissilkin.com

Sign in to continue

Sign in

Trouble signing in?

Reset password: Click here

Email: mtsupport@haymarket.com

Call: 020 8267 8121

Register

FREE

  • Up to 4 free articles a month
  • Free email bulletins

Register Now

Become a subscriber

From £66 a quarter

  • Full access to managementtoday.co.uk
  • Exclusive event discounts
  • Management Today's print magazine
  • Plus lots more, including our State of the Industry Report.

Choose a Package