Many people now have an online profile, so doing internet and social media searches as part of pre-employment screening may be enticing.
This method, however, may be quite problematic, and while social media can be an effective tool for recruiting applicants, departments should avoid utilizing social media or other internet searches for the goal of screening candidates.
Many companies use the internet to evaluate applications in various ways. Employers may want to verify information given by the candidate, look over writing samples, or learn more about a candidate’s personal characteristics, such as how he or she talks about his or her current employer, what organizations he or she supports, or whether he or she brags about using illegal substances.
As long as the information obtained is not being used to discriminate unlawfully, social media screening can provide employers with extra info about an applicant. Employers should tread lightly since social media can supply an employer with information that is not connected to the work and that might potentially affect hiring choices.
What is a background check on social media?
A social media background check is when an employer reviews a job candidate’s social media profiles during the recruiting process, which is best done through an employment screening company. This can provide information that would be difficult to obtain using typical screening methods.
Conducting social media background checks should be done only at the end of the hiring process, and there are a few recommended practices to follow. With the help of pre-employment background check companies in your area, this may be done fast and effectively.
Why is it advisable to do a social media background check?
Traditional job interviews and background checks may disclose information about an applicant that are more difficult to discover through social media background checks.
While there are hazards to monitoring social media when screening applicants, there are also drawbacks to not doing so, according to Jonathan Segal, a partner in Duane Morris LLP employment, labor, benefits, and immigration practice area.
Employers, for example, may wind up hiring someone who is “dangerous or unproductive,” according to Segal. In his perspective, including social media screening in your background check process is fair, but knowing when and how to do so is critical.
What’s available on social media?
On social media, you may find a variety of resources to help you avoid making a terrible hire. You could find information in the following areas, for example:
Personality and interests
Social media may also show a candidate’s excellent qualities.
It’s not only about matching a skill set when it comes to finding the ideal applicant; you also need to make sure the new worker is a suitable fit for your firm. You might be able to make such a conclusion based on a person’s social media behavior.
Checking a candidate’s social media profiles may also reveal further information about their abilities. Indeed, more job seekers are showcasing their portfolio of work through LinkedIn blog posts or YouTube videos, for example.
Rhetoric that might be aggressive or sexist
If a job candidate shares or creates postings that encourage violent or sexist discourse, you can (and should) consider these posts while making your hiring decision.
Indeed, you may legally exclude job candidates whose social media posts encourage generally frowned-upon opinions or comments, just as many individuals have lost their jobs after attending contentious events.
Is it better to employ a background check agency or do it yourself?
It is usually preferable to work with someone who is a professional at what they do.
If saving money on background checks is the most important factor to you, you might want to consider doing it yourself. If you’re concerned about the legal implications of social media background checks, you might be better off employing a background check service from a reputable job screening firm.
Pre-employment background check companies should be well-versed in legal compliance, thus employing an independent agency may reduce the likelihood of a lawsuit being filed against your organization. The firm should also have employees on hand to address any queries you may have concerning the background check’s compliance or any other component.
While it may be less expensive to do your own social media screening, using an employment screening company decreases the risk of legal ramifications.
You may contact us at any time if you want to learn more about background check services. Otherwise, if you already know what you’re looking for, check out our recommendations for the top background check services for a variety of company kinds.