Abstract
This Q&A addresses the practice of using Google searches to vet job applicants, cautioning that while it provides public information, it can also inadvertently reveal protected classifications (e.g., religious beliefs, race, age), making hiring decisions based on such information illegal and discriminatory. The article advises conducting internet searches after a screening interview to first establish a candidate's qualifications, which provides a defensible rationale for hiring choices. It is crucial to obtain a signed release from the applicant before conducting any background checks to ensure compliance with laws like the Fair Credit Reporting Act. The author also notes that requiring access to private social media accounts is illegal in Michigan and that Google searches are not a foolproof screening method.
Recommended Citation
Schafer, Jodi SPHR, SHRM-SCP
(2025)
"Staff Matters: Can I Google Someone Before I Decide to Hire Them?,"
The Journal of the Michigan Dental Association: Vol. 107:
No.
9, Article 6.
Available at:
https://commons.ada.org/journalmichigandentalassociation/vol107/iss9/6
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