Between 70% and 90% of employers in the United States incorporate some form of social media screening before they hire a candidate. Studies have shown that most employers, and more specifically the hiring managers, are simply logging onto their personal Facebook or Twitter accounts and casually browsing the candidate's social media posts. This is not a recommended approach.
Due to the high probability that hiring managers will see information (religious affiliation, sexual orientation, family status, etc.) that cannot be used in a hiring decision, businesses may consider outsourcing monitoring to a screening firm or another third-party. However, even when using a third party to avoid hiring data compliance issues, organizations need to be cautious when using social media to screen employees.