US trend of bosses asking for social media passwords could backfire when it crosses the pond to the UK

Employers that ask interviewees for their Facebook passwords could be opening up a can of worms according to outsourced HR practice managing director Jane Caven.

The trend can sometimes be known as shoulder surfing, when interviewers ask for information previously guarded by privacy settings and then scrutinise the personal pages during interviews.

Jane Caven who heads outsourced HR practice Sagegreen explains the dangers: “It might seem an additional way to check the suitability of applicants. However, if they do not get the job it could prove costly in money, time and disruption, especially for smaller businesses.

By prying into personal information the employer could intrude in to an applicant’s private life including details of their sexual orientation, disability, religion and other sensitive information that could lead to a claim for discrimination if the applicant is turned down.”

Caven also points out: “Employers might also discount otherwise talented reputable candidates because their private persona does not fit the perceived wisdom as to the standard person for the role.”

With nearly 30 million users in the UK, (some 58% of the 51.4 million people online in 2011) applicants with Facebook accounts will be most vulnerable among those using social media.

Caven comments that interviews are not a no-holds barred process: “Applicants should be chosen on their skills, experience and disposition in relation to the role.

There are plenty of techniques to reduce risk available to the employer that do not unduly invade the privacy of the applicant and will not damage trust so early on.”

The practice is causing so much concern in the US that two Senators are asking the U.S. Equal Employment Opportunity Commission and Department of Justice to launch investigations.

Jane Caven, who has worked for a number of global branded organizations at board level comments: “Many US employment regulations and practices have set standards we now take for granted in the UK such as stamping out the discrimination that was rife in many work environments until relatively recently, certainly into the 80s.

Unfortunately these developments do not follow in the tradition of introducing progressive steps influenced by US employment work practices.”

Caven concludes: “Even though UK and US work cultures are markedly different, nevertheless with many American companies having offices over here it is a matter of time before we see examples of this practice becoming more common.”