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Looking for your next job? Make sure your social media profiles are safe for work because employers are screening candidates' online presence.
In today’s digital hiring landscape, it’s common for employers to go beyond traditional background checks and review a candidate’s online presence. A quick search can reveal far more than a résumé ever could.
You may think of your social media accounts as “personal,” but chances are, employers see them as part of the bigger picture when evaluating candidates. The good news? With some awareness and preparation, you can shape your digital footprint to leave a strong, positive impression. We’ll explain what social media screenings involve, why employers use them and how you can manage your profiles to your advantage.
A social media screening is when an employer reviews a candidate’s online presence as part of their recruitment strategy. It typically involves checking profiles and activity, including posts, likes, comments and photos, on platforms such as LinkedIn, Instagram, Facebook, X and TikTok. Beyond the résumé, it’s another way to check candidate credentials and confirm that what’s on paper matches the person behind it.
Social media screening has become a modern recruitment trend. According to a 2023 ResumeBuilder survey, 73 percent of hiring managers use social media to evaluate applicants, mainly to confirm cultural fit and verify application details. Notably, 85 percent said they’ve rejected candidates because of something they found online.
Other surveys echo this trend. A Harris Poll commissioned by Express Employment Professionals found that 60 percent of hiring managers believe every candidate’s social profiles should be reviewed. And it’s not just applicants under scrutiny: A 2025 Forbes Advisor survey reported that 43 percent of workers believe their employers monitor online activity, and most employers said they would fire staff over certain social media posts.
So, what are hiring managers and employers looking for when they review profiles? Primarily, they’re scanning for red flags such as illegal activity, offensive comments, violent or aggressive behavior, sexually explicit material and the sharing of confidential information. But they also notice positives — professional accomplishments, volunteer work, community involvement and communication skills that highlight a candidate’s strengths.
Yes — but only if employers follow the rules. Social media screenings must comply with employment laws, which means hiring decisions can’t be based on protected characteristics such as race, religion or national origin (all covered under Title VII of the Civil Rights Act of 1964). Even if this information appears on a candidate’s profile, it can’t legally factor into hiring.
There are also protections for what employees can say online. For example, the National Labor Relations Board (NLRB) protects workers’ rights to discuss wages and working conditions on social platforms. That means certain posts may be legally off-limits for employers to use against candidates or staff.
Employers don’t have time to scroll through every app, so they focus on the platforms most likely to reveal professional and personal insights.
“The three main platforms that most employers check are LinkedIn, Facebook and X (formerly Twitter),” explained Matt Erhard, managing partner of Summit Search Group. “I am personally most interested in the candidate’s LinkedIn profile, as it’s the most relevant.”
Hiring managers may also check other channels, such as Instagram and even TikTok, to get a fuller sense of how candidates present themselves.
“When I check a candidate’s social media, my aim is more to get a sense of them as a person than to look for damaging information,” Erhard added. That means employers may notice not just what you post, but also who follows you and how you interact with your network.
Here’s a look at some considerations job seekers should keep in mind for the most common platforms employers review:
While job seekers need to be mindful of what shows up online, employers also have rules to follow. Legal experts suggest that employers wait until after the first interview to review social profiles, keeping the focus on qualifications up front. Screenings are safest when centered on professional sites like LinkedIn rather than personal ones such as Facebook.
When companies do check multiple platforms, they should use consistent standards and ensure hiring staff understand anti-discrimination laws. For job seekers, it’s helpful to know these guidelines; they offer a sense of what’s reasonable and where an employer might be pushing boundaries.
A social media screening doesn’t have to hurt your chances — in fact, it can work in your favor if you present yourself well online when applying for a job. Here are a few ways to get started:
It might be tempting to wipe your online presence to avoid the risk of something embarrassing surfacing, but that move can actually backfire. Nearly half of employers (47 percent) surveyed by CareerBuilder said they are less likely to call someone for an interview if they can’t find them online.
Deleting your accounts may also give the impression you’re hiding something — and even then, there’s no guarantee your old content is truly gone. A better strategy is to keep your accounts active, updated and professional.
Mike Bruni, partner at Talent Acquisition Strategies, agrees that hiding your social media presence could raise red flags. “Employers do tend to check social sites, and many aggregators will scrape multiple platforms,” Bruni explained. “If you are actively pursuing a job, your social media persona should convey professionalism and passion for the career you’re pursuing.”
Social media doesn’t just expose red flags; it can also highlight your strengths. In fact, the Harris Poll cited earlier found that 67 percent of employers actually seek out information that supports a candidate’s qualifications.
That means your profiles are an opportunity to showcase knowledge, professionalism and commitment to growth. Share your accomplishments, post relevant content, and engage with material from others in your field. This signals genuine interest in your career and reassures employers about your potential.
“Postings and contributions should be relevant to your career or area of expertise,” Bruni advised. “This can attract an employer as well as assist with building a more relevant, robust network.”
Every so often, open an incognito window and search your own name. That’s often the first step employers take when they’re checking your online presence, so it pays to know what they’ll see.
If the top results reflect you in a positive light, you’re in good shape. If something negative shows up, you’ll know to address it, whether by updating your profiles, creating more professional content to push it down in search results, or even working with reputation management services.
For extra peace of mind, set up Google Alerts for your name. That way, you’ll get notified if anything new appears online.
Social media is an extension of your personal brand. Even if it feels separate from the workplace, what you share online can influence how employers see you. Before posting, pause and consider how it might reflect on you beyond your immediate circle of friends.
“Your social media sites will most likely be found by an employer,” Bruni noted. “Biases exist everywhere, and the best defense for you as a job seeker is to keep your social media presence professional. Job search is a strategy, and that strategy requires personal marketing that will resonate with employers.”
If a post could damage your chances of landing the role you want, it’s better to skip it — or at least keep it on a private, personal account that’s separate from your professional presence.
It’s legal for employers to check public social media accounts, but they shouldn’t be asking for more. Some hiring managers have gone so far as to request candidates’ login credentials as part of the hiring process — a move that raises major privacy and ethical concerns.
“I have heard of employers asking candidates to provide their password and login credentials for social media,” Erhard cautioned. “This is not technically illegal in many places, though, in my mind, it’s an uncomfortable invasion of privacy.”
Research shows that requesting social media passwords makes companies less attractive to applicants and can deter qualified candidates. That’s why many states now have laws prohibiting employers from asking for this information.
In most cases, no. Standard background checks focus on employment and education verification, credit information and legal records, not social media.
That said, there are paid services that specifically conduct social media background checks.
“There are companies that run social media-based background checks, but that is a separate paid service,” Erhard explained. “While I’m aware of its existence, I don’t personally know any employers who have utilized that kind of service.”
Social media is part of modern hiring, and it’s unlikely to disappear from the process anytime soon. For employers, it’s an easy way to cross-check information and get a sense of a candidate’s personality. For job seekers, it’s a chance to showcase professionalism and passion — or, if managed poorly, a reason to be passed over.
The key is balance. Keep your profiles accurate, positive and professional, and avoid content that could raise doubts about your judgment. Think of your online presence as an extension of your résumé: done well, it can reinforce your qualifications and even set you apart from other applicants.
By taking a little time to audit your accounts, highlight your strengths and understand what employers are really looking for, you can make sure your digital footprint helps you land the role you want instead of holding you back.
Tejas Vemparala and Nicole Fallon contributed to this article. Some source interviews.