With social networks such as Facebook and other such social, you can choose your security settings so that your data can only be viewed by logged-in members. You can also exclude some contacts from certain information using appropriate groupings. If an employer wants to access applicant information here, they must first network with the applicant. However, leisure-oriented networks such as Facebook expressly prohibit commercial use in their terms and conditions.

On the other hand, job-oriented networks such as  Linkedin are usually used by those who are at least considering being recruited by potential employers. The use of the profile allows professional self-presentation. Free background check websites are many selecting the genuine and reliable one is necessary.

 Few laws the collection of personal data from applicants for employment purposes if this appears necessary for business reasons. For example, if there are indications of a criminal offence.

An applicant in a job-oriented network must expect that employers will access data. So his interest does not prevail. The employer may collect and use the accessible personal data for his business purposes.

Data accessible to contacts

Another special case is when an applicant consciously makes his data available to his friends or contacts in networks. Here, for example, an employer would first have to send a friend request on Facebook to be able to see the details of the potential applicant. As already explained, the general terms and conditions of the network operators exclude commercial research.

However, there is one exception: the collection, processing and use of data are permitted if the applicant has expressly consented. To do this, the employer must indicate the intended data collection. There is no consent if an employer hides his true identity and concerns and the applicant accepts the friend request of a fake profile, for example.