Exactly. Managers should be making the distinction on wheather what the find actually effects the candidates ability to do the job or not. If it doesn't then it shouldn't factor into the hiring decision.

I was once on the hiring team at an old job and I looked up the candidate before their interview. The only thing I really found on them that stood out (older person so no online presence) was a news article from over two decades ago about them being arrested for filming themselves having sex with a cow. A slightly deeper search showed that their criminal history was completely clean otherwise. They were interviewing for a test position at a factory. We didn't work with animals so him having a history of being a cow molester was really weird and gross but it had no bearing on his suitability for the job and acordingly I didn't factor it into my decision. He interviewed well enough and we actually wound up hiring him. He turned out to be a shit employee for reasons completely unrelated to cattle buggering but that's beside the point.