What are the implications of checking a candidate’s social media profile under the GDPR?
Posted in : First Tuesday Q&A NI on 1 May 2018
Chris Fullerton
Arthur Cox
Social media screening prior to employment is common place and can be a valuable tool for employers. The difficulty for employers arises when they have to distinguish between information that is helpful in making employment decisions and information that is not but reveals the candidate’s personal interests or beliefs.
It is good practice to wait until after an interview to carry out a social media check on a candidate. This means that the employer is less likely to be accused of relying on information (particularly protected characteristics e.g. pregnancy) evidence from social media when making a recruitment decision.
Transparency is a key requirement under the GDPR and candidates should
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The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.
Chris Fullerton
Arthur Cox
The main content of this article was provided by Chris Fullerton. Contact telephone number is 028 9023 0007 or email Chris.Fullerton@arthurcox.com
View all articles by Chris Fullerton