An unfortunate new anti-privacy trend has emerged where some employers – including government agencies, colleges and K-12 schools – have begun to ask applicants and students to provide their Facebook login information.
More severe, however, is the invasion of privacy resulting in deliberate and very specific trampling of your civil liberties.
It was through hard-fought battles in the 20th century that we gained a number of civil rights designed to protect every citizen from discrimination based on gender, religion, race, color, national origin, age, marital or family status, physical or mental disability, sexual orientation, political affiliation, financial status and more. These prejudices have not vanished.
When organizations, companies, government agencies, colleges and K-12 schools request access to Facebook accounts to look for reasons not to hire or accept an applicant, it is easy to discover information that is illegal to inquire about. Similarly, when schools want to identify which students were involved in an incident, demanding their Facebook passwords is akin to trampling their right to be protected from self-incrimination.
The answer, of course, depends on the information you have online. However, to give some insight into the way recruiters think about content they find online, look at the data uncovered by Microsoft through research on the expanding role of online reputation in January 2010. One aspect of the research looked specifically at how recruiters and HR professionals use online information in their candidate screening process. Fully 70% of recruiters in the United States said they had rejected candidates based on data they found online – and that was before they had full access to private Facebook accounts.
Being asked by a would-be employer for your Facebook account information presents a very difficult dilemma. Saying no to a would-be employer may cost you the job, yet saying yes to the would-be employer may also cost you the job.
This leaves you with a few options: