We’re seeing more and more clients asking social media managers to submit their personal accounts during the interview process. This has us heading to LinkedIn to run a poll: Is this okay?
Is it fair for a client to reject your application based on your personal (online) profiles? We received a variety of responses, which you can read here, but the overwhelming majority saw it as an invasion of privacy, to some extent.
But is it really, if the candidate is applying for a content creator role and the client wants to see how they brand themselves personally?
This raises an interesting debate: How far should we delve into each other’s private social media, and should it influence hiring decisions?
When It’s Fair:
✅ If the job is in social media, marketing, writing, or a public-facing role, where an online presence is a key part of the job.
✅ If the employer requests professional profiles like LinkedIn or an online portfolio relevant to your work.
✅ If the company has clear policies on online reputation management that align with the role.
When It’s NOT Fair:
🚫 If they request personal accounts like Facebook, Instagram, or private Twitter profiles that are unrelated to the job.
🚫 If they demand access to private content (e.g., login credentials or non-public posts).
🚫 If they judge you based on personal beliefs, hobbies, or activities that don’t impact your job performance.
If you’re uncomfortable, you can politely decline or provide only relevant professional links.
That said, it’s no secret that employers check candidates’ social media profiles during hiring. A study cited by the Australian Payroll Association revealed that 70% of employers admit to screening a job candidate’s social media presence, with 57% finding content that led them to reject a candidate.
And then there’s SEEK, which advises job seekers to be mindful of their online branding, as employers may screen social media to assess professionalism and alignment with company values.
What About Privacy Laws?
Australian employers must comply with the Privacy Act 1988, which governs the collection, storage, and use of personal information. But at the end of the day, clients are expected to follow privacy laws and ethical hiring standards, focusing on professional information relevant to the job.
A can of worms? We think so! What’s your take? 🪱
Iceberg is Melbourne’s go-to recruitment company! Specialising exclusively in recruiting for digital, marketing, PR, digital, experiential & advertising jobs. Permanent, freelance and contract roles are available! Sign up to our weekly newsletter HERE.
