We’ve all used Google to search for people. These can include colleagues, friends, and even old flames. More specifically, you can search and connect with friends and groups using social networking sites.

Consequently, there’s been no lack of discussion about employers checking out candidates online—especially on sites such as Facebook and MySpace—to do some amateur “background checking” on potential employees. For example, a solid one-half of advertising and marketing executives admitted to it.

So here’s a turn of the tables. The article, Cyber-vetting managers face backlash, cites:

A study by UK recruitment firm Manpower has found nearly half of workers would feel outraged if they discovered an employer had used social networking sites such as Facebook, Bebo or Friends Reunited to look up information about them. And more than half – 56 per cent – said they would consider such actions unethical.

Where’s the moral high ground? The right answer is to treat all candidates respectfully which includes providing a good candidate experience from the first point of contact all the way through. Good communication (from both sides) and disclosure about the process will garner admiration, not condemnation.

More importantly, don’t choose to peep into the social persona or avatar of an individual and cut corners on real background checking. That could expose your company to avoidable risks.