Social Media Checks: Pros and Cons for Employers
- Robinson Grace HR
- Jul 24, 2022
- 4 min read
Updated: Sep 4, 2025
Keeping Children Safe in Education (KCSiE) 2022 introduced an important change: schools, trusts and colleges are now advised to consider carrying out online searches, including social media, as part of the recruitment process for shortlisted candidates.
The aim is straightforward; to pick up on anything publicly available that could raise questions worth exploring at interview. But how this is done, and how the information is used, matters enormously.
What KCSiE says about online searches
The Department for Education stops short of making online searches compulsory. Instead, schools are asked to “consider” them as part of their due diligence.
Because there is no set guidance, each school, trust or colleges will need to create its own protocol. We recommend that, if you decide to include online searches, they are carried out at the same stage as reference checks, once candidates have been shortlisted.
The risks of online searches in recruitment
Done well, online searches can support safeguarding and recruitment decisions. Done badly, they can introduce risks.
Bias and discrimination
What you see online may trigger unconscious bias. For example:
A post from years ago may no longer reflect the candidate’s current views or maturity. For example, is something that was posted when the applicant was aged 16 really relevant to their job application some 10 years later? Opinions and comments made may no longer be views held by a more experienced or mature version of themselves.
Political opinions may creep into consideration when they have no relevance to the role.
Informal social media posts, often unedited and casual, could disadvantage people with dyslexia or different communication styles.
Legal concerns: Making decisions based on irrelevant or personal information could breach the Equality Act.
Fairness: If you search some candidates but not others, the process is inconsistent and potentially unfair.
The safest approach is to treat online searches as one part of a wider, balanced recruitment process and never the deciding factor.
Where should searches be focused?
General internet searches can highlight published articles, news coverage, or other public records connected to the individual.
LinkedIn or job boards are designed for professional visibility, so checking profiles here makes sense. ACAS guidance suggests that when recruiting it can be useful to review information that candidates put on jobs websites, or a business social networking site such as LinkedIn to check to see if a C.V. mirrors their LinkedIn profile. When posting information on an online site intended for business use, individuals will be mindful that the purpose is to show their work experience and professionalism and there is an expectation that it will be viewed by prospective employers.
Personal social media (Facebook, Twitter, Instagram) is more problematic. Most people don’t post here with employers in mind, and using such content in recruitment decisions can be inappropriate and risky.
Good practice for schools, trusts and colleges
If you’re considering online searches, keep these points in mind:
Be transparent – Make it clear in your recruitment documentation that online searches form part of the process.
Gain consent – Ask candidates to share their LinkedIn profile so they know it will be reviewed.
Be consistent – Apply searches to all shortlisted candidates, not just some.
Maintain confidentiality – Information from searches should be kept strictly within the recruitment team.
Use interview time wisely – If something concerning comes up, discuss it directly with the candidate. It’s also a good opportunity to talk about your own school’s/trust’s/college’s social media expectations.
Look in the mirror – Remember, candidates may be searching you too. It’s worth checking your school’s online presence, from Ofsted reports to Glassdoor reviews.
Final thoughts
Online searches can be a helpful tool in safer recruitment, but they come with challenges. Use them fairly, consistently, and always in context. Most importantly, treat them as part of a bigger picture rather than the deciding factor in whether a candidate is right for your school.
Not sure of the next step? We’re here to help, simply pick up the phone to discuss what you might need 01793 311937 or email us via clientservices@robinsongracehr.com.
Frequently Asked Questions:
1. Are online searches for candidate’s mandatory under KCSIE?
No, online searches are not legally mandatory—but they strongly should be considered. The KCSIE 2022 guidance uses the term “should consider,” which signifies that schools are expected to follow this advice unless there’s a compelling reason not to. For compliance, it’s important to document whether an online search was considered or carried out, and your reasoning for that.
2. When and how should schools conduct online searches during recruitment?
Online searches should be limited to shortlisted candidates only and conducted before interviews so any concerns can be addressed at that stage. Keep searches consistent, use the same criteria and platforms for every candidate. It’s better if someone not involved in hiring decisions performs the search to reduce bias.
3. What should schools do with information found in online searches?
Use relevant information such as concerns about suitability to explore further during an interview. Irrelevant details must not influence decisions, and searches must not become “fishing expeditions”. Record what was checked, who carried it out, and when, then keep that securely according to your data protection policies. If nothing is found, a simple file note is sufficient.
Check out other Blogs in our series:
The content of our blogs is intended for general information and not to replace legal or other professional advice.
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