A series of recent news stories have touched on business leaders, sports people and politicians who have said something controversial in a previous life - and had it come back to haunt them.
The role of social media screening in executive search is an interesting one. In some part of the world, investigating a candidate's postings on social media may be a breach of privacy laws - but it is reasonable to assume that if the recruiter doesn't, and the hiring committee doesn't, then - when the placement is announced - future employees may. It's a thorny issue.
Our friend Alan Medders of Higher Education Leadership Search is interviewed in this piece on how his firm handles this situation.
In early 2017, while working at Myers McRae, Medders had just completed a search for a university, and the candidate was introduced to the campus. “And, of course, when a new administrative staff or faculty member is announced, the first thing people do is Google the person,” says Medders. When that inevitably happened with the newly hired employee, a Facebook profile surfaced that falsely indicated he was a pedophile. The account was fake and quickly removed; fires were put out.