Approximately 27% of employers view social media profiles on Facebook, Twitter or LinkedIn to get a better idea of a candidate’s character beyond their CV and application form. But is it fair for employers to do this, and what are the risks?
Equality legislation protects much of the information held on social media in relation to potential candidates. Obtaining sensitive “protected” information that is not typically sought during the application process could leave employers open to discrimination claims. Conscious candidates on any social media network might chalk up the rejection to this and go after the hiring organization.
A number of psychological effects could also affect any interpretation of social media data. Viewing personal data can lead to assumptions and perception biases against individuals based on the content being reviewed. This can be combined with people making judgments based on photos of candidates or their friends; in addition to generalizing and attributing personal characteristics to hobbies and/or political/cultural affiliations.
An online recruitment survey indicated that one in six of employed respondents attributed their work to social media, and 52% of all job seekers reported using Facebook to search for work.
Furthermore, the Office for National Statistics recently reported that 16.1% of the UK adult population (8.1 million adults) had never used the internet, and it could be argued that this is more likely to apply to candidates greater. This leads to potential age discrimination claims when using social media.
However, even if one sets these considerations aside, a potentially darker problem lurks within this medium contributing to appointment decision-making. There are two socially disturbing aspects of narcissistic personalities: grandiose exhibitionism and entitlement/exploitation. Narcissism is defined as a personality disorder, in which there is an inflated sense of self-importance and extreme preoccupation with oneself. Recent research has indicated that people who scored high on grandiose exhibitionism tended to accumulate more friends on Facebook. The bottom line was that social media platforms are frequently used by people with narcissistic tendencies to feed their egos.
Research suggests that people who used Facebook the most tended to have narcissistic or insecure personalities. Other studies in the US have shown that grandiose indecent exposure is correlated with self-promotion and entitlement/exploitation is correlated with antisocial, vain, and aggressive behaviors on Facebook. Also, since narcissism is linked to self-esteem issues, people with low self-esteem frequently post updates that go against them, meaning they are more likely to blast their friends with negative details about their lives.
However, it is not all doom and gloom, as some research argues that social media has made narcissism a social norm, especially for younger people, requiring a redefinition of this psychological construct. So while it could be argued that the jury is out, there is mounting evidence showing a link between social media and narcissistic tendencies.
It is very likely that during your career you will come into contact with what is called the destructive narcissistic personality. Destructive narcissism manifests itself in arrogant, controlling, and manipulative bullying. This can have a huge impact on individual and team performance, especially if this person is in a senior position.
How do you spot a destructive narcissist and what traits do they exhibit in the workplace? It’s not difficult: they are often flamboyant, charismatic and eloquent. They are arrogant and self-centered, they constantly expect to have their say, and they need special treatment and privileges. They are condescending and critical of co-workers, but they are not willing to accept any form of criticism. When challenged, the narcissist may even become aggressive. They tend to point to weakness and can harass people to the point of resignation.
In general, these people create a culture based on envious work that can seriously affect the goals and objectives. HR intervention costs time, money and energy in terms of monitoring and reporting. Narcissistic behavior can lead to additional costs in terms of stress-related illnesses, absenteeism, and increased staff turnover.
There are a number of strategies to combat this behaviour, primarily through effective performance management, ie core values and competencies and effective disciplinary systems. However, the destructive narcissist is adept at manipulation, so make sure the systems you have in place can accurately record and measure their behaviors and any complaints received.
In conclusion, if you are tracking social media as part of a recruiting initiative, be wary of any evidence of:
- self absorption,
- Lack of self-reflection,
- A false and inflated self-identity,
- A sense of entitlement
- Excessively aggressive competition,
- Lack of empathy or ability to see other points of view,
- Intolerance of any form of criticism.
In general, people who use social media to make grandiose statements combined with ornery behaviors may have narcissistic personality traits. Their inflated sense of personal performance and productivity may well not live up to their claims, and their inability to integrate socially can seriously impact teams and performance.
If you use social media in recruiting, beware the narcissist!