The social media explosion of the past decade has brought with it a mixture of pitfalls and opportunities as far as jobs in Scotland are concerned. One danger is that candidates may not know what is a reasonable level of scrutiny for prospective employers to apply to your social media accounts, as well as which kinds of posts could constitute a problem. Following our post on social media for employers, we’re looking at the other side, speaking to an HR officer, an employment lawyer and a social media expert to find out the employee’s angle.
Check your online profile
One worry some candidates may have is whether you can expect potential employers to check your Facebook profile. HR officer Marta Widziewicz says that she hasn’t checked candidates profiles but admits that some companies may. Something certainly backed up by social media expert Colin Kelly, who tells us:
“Having dabbled in running a small (tiny!) business myself I would say employers should be able to use any screening method they like before hiring someone. Social media is a public space and anything you say, can – and should – be used for or against you!
It all contributes, I hope, to a more open society. Why should we have privacy and barriers between our personal and professional lives? If I’m hiring you, I absolutely want to know what you get up to in your personal life.”
Look after your own brand
Let’s say that you sail through any eventual interview with flying colours and take up your dream role in Edinburgh or Glasgow. Are your worries over or do you still have to be mindful of what you post on social media? Marta believes it’s the latter and points out the potential problems of having colleagues as Facebook friends:
“If someone posts something ridiculous or an embarrassing photo the whole office would know and that’s not always great, especially if your manager sees it…”.
Marta Widziewicz, HR Officer
Speaking in a way that identifies your employer is something to be wary of as Mandy Laurie, a partner in Burness Paul LLP, tells us:
“If you post anything on social media don’t expect it to be private. Don’t provide any information on your page which identifies who you work for or speak about your work colleagues. Be aware that the ambit of an employer’s social media policy can be far-reaching. The fact that a comment was made on a personal computer, outwith working hours, will not necessarily mean that it cannot be caught by an employer’s disciplinary processes.”
Social media itself is not necessarily the problem though, it may simply be offering a new way for old problems to manifest, as Mandy explains:
“Similar problems were encountered prior to the rise of social media, albeit not on an online forum. For example, previously staff may not have fully appreciated the ramifications of making inappropriate comments at a staff party or at after work drinks. However, the prevalence of social media does mean that there is more opportunity for employees to be caught out. Not only is the audience who may hear such comments potentially vast; but the use of LinkedIn, Facebook etc. can also blur the distinction between an individual’s personal and professional life.”
Be aware of your audience
So how can employees and employment candidates avoid damaging their opportunities in Scotland? We’ll leave it to Colin to sum things up:
“You have to assume your posts are being seen by the widest possible audience. If you’re on Facebook or Twitter you’re creating a newspaper every day with your name in the masthead.”
Thank you to Marta, Colin and Mandy for giving us a greater insight into the need to use social media responsibly. While there are clearly potential difficulties though, there have also been many benefits brought by the social media boom. So don’t stop tweeting or posting… just take a moment to think before you do.
Photographs supplied by interviewees.