There is a real debate within the HR community at the moment about recruiters utilising social media & networking sites, such as Facebook, to review candidates.

This is becoming a contentious issue, with one camp saying if it's in the public domain online, it's fair game, but the other camp saying we should let candidates do what they like in their spare time and it should never influence a recruiting decision...

According to a survey commissioned by website careerbuilder.co.uk, 53% of employers said they use social networking sites to research job candidates and 12% plan to start using social networking sites for screening.

Of those that conduct online searches/background checks of job candidates, 43% use search engines, 12% use Facebook and 12% use LinkedIn. Three per cent search blogs, while an additional 4% follow candidates on Twitter.

40% of employers report they have found content on social networking sites that caused them not to hire the candidate. Examples included candidates who lied about qualifications (38%), candidates who made discriminatory comments (13%), candidates who posted content about them drinking or using drugs (10%), candidates who posted provocative or inappropriate photo's or information (9%), candidates who bad-mouthed their previous employer, co-workers or clients (9%) and candidates who used social networking to share confidential information about a previous employer (8%).

But even when jobseekers secure a position, they need to mindful of their online usage: 48% of employers monitor employees' use of e-mail and the internet and 28% have fired an employee for information found on his or her social networking profile.

The most common reasons for termination were negative posts about the company or another employee, sharing confidential information or representing themselves in an unprofessional manner (38% each).

This research is a clear example of the fact that employers are becoming increasingly savvy when it comes to vetting new candidates. It's important to remember, however, that Facebook & Twitter don't tell the whole story. Although 'negative' social media may not be bad enough on its own to put an employer off a candidate altogether, the lack of judement shown by that candidate for posting the content in the first place may be a cause for concern.

It's vital to introduce and manage a comprehensive employee screening policy which can provide the most accurate and complete background information possible, so the best recruitment decisions can be made first time. It's too expensive & time consuming to recruit a new member of staff, only to find out they aren't up to the job and that their CV is riddled with exaggerations & lies! Screen these people out and give yourself the best possible chance of recruiting the highest standard of talent into your business.