The major reason why social media plays a vital role in the recruitment process is because of the fact that applicants reveal more information about themselves via social media than during the normal hiring process. However, while it continues to exist in the public domain, many applicants oppose the use of their social media profiles as part of the recruiting process ("Social Media's Place," n.d.). This opposition raises public debate about public vs. private life and the right to an individual's privacy. Majority of job applicants argue that social media profiles shouldn't be part of an employer's decision making process since personal life should be regarded as private life. Actually most of them consider reviewing their social media profile as a practice that is equivalent to conducting a security check. On the contrary, employers use social media to vet a candidate when they feel that this person does not portray his/her real self in face-to-face interviews.

Acceptable Practices when Using Social Media for Recruitment:

When using social media during the recruitment process, employers are able to identify the off-work activities that the candidate is involved in, determine whether the candidate is culturally fit for the company and the candidate's involvement in groups that conflict the firm. However, there are certain acceptable practices when using social media to vet potential employees in order for the employers to achieve these objectives.

Some of these acceptable practices in using social media in the vetting process for employment include the need for employers not to use information regarding an applicant's protected class status for a hiring decision. Actually, employers may be guilty under certain laws for using such information like age, religion, disability, race and sexual orientation to make a hiring decision (Jackson, 2010). Secondly, the other acceptable practice is the importance of employers to examine whether the benefits of using social media for vetting applicants are more than the risks.

When using this process to vet applicants, it's important for employers to make a list of the social media they will search for every applicant and the legal information...

In cases where the applicants cannot be screened through the legal criteria because of lack of time, resources and inclination to do so, employers need to be objective, consistent and unbiased in their choice of applicants to screen. Conducting social media search should involve the involvement of a neutral party who will filter out any protected class information and report only legal information that would be helpful in the hiring decision. However, it's vital for such parties and employer representative not to friend applicants for the purpose of accessing their social networking profiles. The final acceptable practice in using this means for vetting applicants is the need for employers to consult these neutral parties when considering recruitment based on the information found during social media search.
Conclusion:

The use of social media in vetting process for employment is becoming a common feature in the today's workplace because of the numerous advantages. However, it's necessary for employers to stick to the acceptable practices when using this means to avoid legal issues.