Digital Paper Trail Reading Passage
The Digital Paper Trail
Adapted from "Should You Consider Social Media When Evaluating Job Candidates?" by Lin Grensing-Pophal
Imagine you are a hiring manager. You have narrowed down a huge list of applicants to five top candidates for a senior management position. You need to pick the final three for the last round of interviews. You are nervous because this person will represent your company to the public. Their actions could make or break your company’s reputation.
To help make your choice, you decide to search for the candidates on social media. You want to see if there is anything "interesting" that might help you decide. What you find gives you pause about one of your top picks. Now, you have to decide: what is the right way to use this information?
The Risks and Rewards
According to Jeff Williams, a vice president at the HR company Paychex, looking at social media is fairly standard in 2023. He notes that what people post on TikTok, Instagram, and X (formerly Twitter) is an "accessible, noninvasive way of gaining insight" into a candidate. Since the information is public, he argues it isn’t "stalking"—it’s simply using the tools available to anyone.
However, Jennifer Preston, an HR consultant, warns that social media can be "both a blessing and a curse." While it helps recruiters vet (evaluate) candidates, it is also risky. The danger comes when managers use personal opinions or lifestyle choices to judge someone. Preston says this can create "dangerous biases" that lead to legal trouble.
The Legal Line
Is it legal to look? Marlene Allen Murray, a business attorney, says employers are not breaking any laws by researching an applicant’s interests. In fact, she believes social media can show a "more honest view" of a person than a polished job interview.
But there is a major caveat (caution): Employers must not use this information to discriminate. Laws protect people from being treated unfairly based on their race, religion, gender, age, or disability. These groups are known as "protected classes." Even if a manager doesn't mean to be biased, they can still be sued if their hiring decision appears to be based on these factors rather than job skills.
Focusing on Relevance
The key to using social media safely is sticking to what matters for the job. Amy Laiker, a staffing expert, suggests that information found online should only be used if it relates to the candidate’s ability to do the work.
- Identity & Credentials: Is the candidate who they say they are? Do they actually have the degrees or awards listed on their resume?
- Professionalism: Do they publicly bash their former employers or coworkers? Do they show extreme behavior or engage in illegal activities?
The Bottom Line:
The goal of evaluating a candidate should always be to determine if they can perform the job. Asking "Is this person’s candidacy accurate and consistent with their resume?" is the most important step in determining whether you’ve come across a true red flag or just irrelevant information.
Reflect & Discuss
1. Why might a hiring manager trust a candidate's social media posts more than their answers during a job interview?
2. Explain the difference between a "red flag" and "irrelevant information" in your own words.
© 2026 HR Education Materials • 9th Grade Reading Series
