This has been one of the most talked about topics within the recruitment world since Social Media launched itself to the forefront of our society. It is also one of those topics that divides opinion, and from my own personal point of view, I am undecided as to which side of the fence I sit on. Both sides make very valid points, but my opinion would be to play it safe from a graduate perspective.

On one side you have those who will argue that a person’s social media accounts are outside of work (unless you are speaking ill of your employer online) and this privacy should be respected by recruiters. After all, we are all entitled to enjoy and express ourselves outside of work without worrying about our employment prospects being affected by this. Therefore, what we add to our Facebook, Instagram or Twitter accounts should not affect outcomes with regards to employment opportunities. Do I see this point? Absolutely, however listen to the other side before making your decision.

Those who do not share the above opinion make a valid argument also. They wish to know as much about a person before they commit to employ them within their business. After all, the quality of a person’s work is one thing, but we also want good people working for us. A person can put up a façade throughout an interview process making themselves out to be nothing short of Mother Teresa-like, this I have seen at first hand. What happens if their disturbing views, actions or habits become apparent after a number of months in the business. These things may well have been noticed with a glimpse of their social media profiles.