An Introduction to Social Media Background Checks
August 27 2024
In today’s digital world, a candidate’s online presence reveals more than what’s on a resume or in an interview. Conducting social media screening has become an essential tool in the hiring process, allowing you to uncover red flags that might otherwise go unnoticed. By integrating social media background checks into your pre-employment screening, you can make informed, legal, and unbiased hiring decisions that safeguard your organization.
It is not against the law to look at a candidate’s social media profiles. However, if you use what you find in your hiring decision, you may get into legal trouble. You can learn about the candidate’s race, sexual orientation, familial origins, causes they support, age, and a long list of other data pieces that are protected under the law when making employment decisions. Proceed with caution or, better yet, avoid doing it altogether by getting a trusted third party to perform the check for you.
— Dari DeSousa, DeSousa Professional HR Group
Mitigating Legal Risks
Employers are increasingly aware of the importance of avoiding negligent hires. Social media screening can identify candidates who pose a threat to workplace safety or brand reputation. Conducting these checks through the right background check partner ensures that your hiring process remains both effective and within legal boundaries.
Protecting Your Brand
Your company’s reputation is at stake with every hiring decision. A thorough social media check can uncover potential threats to your brand, such as affiliations with hate groups or a history of inappropriate online behavior. By working with a third-party screening provider, you can avoid the pitfalls of accessing protected class information and focus on making unbiased decisions based on job-relevant data.
Customized Screening Solutions
Not all businesses have identical needs when it comes to social media background checks. An experienced partner will offer tailored solutions that allow you to choose the depth and scope of your social media screenings. Whether you need a basic search covering the top five social media platforms or a comprehensive seven-year history, having a customized approach ensures your screening aligns with your unique requirements.
Social media background checking is a must-have for employers. It provides invaluable information on potential hires’ online presence and behavior. It’s like a glimpse behind closed doors, seeing how individuals present themselves to their digital audience. Digital interactions are incredibly insightful and allow for a clearer assessment of whether the candidate’s values and behavior align with those of your business. A hire with the wrong digital presence can show their employer in a bad light, ultimately harming their image.
— Raymond Gillis, Alibi Investigations
Don’t Go It Alone
While performing social media checks in-house might be tempting, doing so can expose your company to significant legal risks. Partnering with a professional background check company helps you stay compliant and focused on making the best hiring decisions for your organization.
Focus on Job-Relevant Information
When conducting social media background screening, focus on relevant information for the job. Avoid hiring based on protected characteristics such as race, gender, or age. Instead, look for behaviors that could impact job performance, such as illegal activity or harassment.
Document Your Findings
If a social media check reveals red flags that lead you to disqualify a candidate, be sure to document the specific reasons for your decision. This helps protect your company in case of any future legal challenges.
Answering Your Questions About Social Media Screening
Q: What is the purpose of a social media background check?
A: A social media background check aims to provide insight into a candidate’s character and behavior that may not be evident through traditional background checks. It helps HR professionals make more informed hiring decisions by uncovering red flags like discriminatory behavior, violent tendencies, or inappropriate content.
Q: Are social media background checks legal?
A: Yes, social media background checks are legal when conducted properly. Employers must ensure they comply with federal and state regulations to avoid potential legal repercussions. Using a compliant background check provider can help navigate these regulations effectively.
Q: What can be included in a social media background check?
A: A social media check may include a review of a candidate’s activities on major social media platforms, such as Facebook, X, and LinkedIn. It focuses on identifying behaviors or content that could be considered a risk to the company, such as hate speech, threats of violence, or evidence of illegal activities.
Q: How can social media screening protect my company's reputation?
A: By identifying potential risks before hiring, social media screening helps protect your company’s reputation. It prevents the hiring of individuals whose online behavior might harm the company’s image or create a hostile work environment.
Q: What are the risks of conducting social media checks in-house?
A: Conducting social media checks in-house can expose your company to legal risks, including discrimination claims if protected class information is accessed. Partnering with a professional background check provider helps mitigate these risks and ensures compliance with relevant laws.
An interview may only reveal certain traits of a candidate. A background check may reveal a few more insights. But on social media, where people are more themselves and seldom pay heed to who’s watching and who isn’t, a person reveals more than ever.
— Eva Taylor, WP Buffs
About Tammy Cohen
Tammy Cohen, an industry pioneer and expert in identity and employment screening, founded InfoMart 30 years ago. Deemed the “Queen of Screen,” she’s been a force behind industry-leading innovations. She was most recently the first-to-market with a fully compliant sanctions search, as well as a suite of identity services that modernizes talent onboarding. Tammy revolutionized the screening industry when she stepped into the field, developing the first client-facing application and a due diligence criminal search that has since become standard for all background screening companies. Cohen has received national awards and honors for her business and civic involvement, including Atlanta Business Chronicle’s Top 25 Women-Owned Firms in Atlanta, Enterprising Women Magazine’s Enterprising Women of the Year award, the YWCA of Northwest Georgia’s Kathryn Woods Racial Justice Award, and a commendation in the 152nd Congressional Record.
About InfoMart
InfoMart has been revolutionizing the global background and identity screening industry for 30 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the Professional Background Screening Association, and they have achieved PBSA accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 45 industry awards. To Get the Whole Story on InfoMart, please visit www.InfoMart-USA.com, follow @InfoMartUSA, or call (770) 984-2727.