Social media background checks can reveal things like excessive cursing, pictures of hard partying, and extreme political opinions. These aspects don’t necessarily inhibit a person’s ability to perform their job, but they can cause a company to look bad.
Running a manual social media check also risks unconscious or conscious bias in hiring, derailing fair hiring. The best way to avoid this is by using a professional screening agency.
It helps to determine the personality of the candidate.
A background check can reveal a candidate’s personality in a way that job interviews cannot. A background check can help you identify red flags like poor judgment, risky behavior, and lying. It can also reveal if the candidate is involved in social activities that could harm the company’s reputation or put data security at risk. However, it is essential to note that a background check does not guarantee that the person will fit your company’s culture well. For example, a candidate’s social media profiles may show them spending time with friends, enjoying family outings, and participating in volunteer work.
In addition, a background check in social media can uncover personal details protected by privacy and anti-discrimination laws. These include race, age, religion, gender, sexual orientation, and political affiliations. Therefore, it is crucial to consider the legal implications before deciding to conduct a social media background check.
Another big problem with social media vetting is that it can be challenging to identify a person based on social media accounts alone. There are billions of fake accounts on social media, and it can be difficult to tell which one belongs to a particular person. As a result, it is critical to use a reputable service provider to ensure that you are only looking at valid social media accounts.
It helps to identify the red flags.
Social media screening is one of the most effective ways to determine whether a potential hire has a history of illegal activities or is prone to violence or other harmful behaviors. It is important to note that a background check on social media should be conducted by a qualified service provider who can ensure proper privacy and anti-discrimination laws compliance.
In addition to a candidate’s public-facing posts, it is essential to look at who they follow and interact with online. This may indicate a candidate’s values, ethics, and professional network. For example, suppose a candidate follows many people on Instagram who post pictures of themselves drinking alcohol. In that case, this may indicate they are likely to be under the influence at work.
However, some red flags, such as a candidate’s religious or political affiliations, can be missed in social media searches. Additionally, it is essential to note that a person’s social media profiles can be changed or deleted any time.
Although it is tempting to review a candidate’s social media profile to identify red flags, it is essential to consider the ramifications. If a hiring manager sees something that they find offensive or discriminatory, it could influence their decision and lead to unconscious bias. This could significantly impact the company and jeopardize fair hiring practices.
It helps to know the integrity of the candidate.
Social media background checks can provide insights into an individual that may not be evident in a job interview. For example, if you notice an employee’s posts or affiliations that reveal political beliefs, religious views, or gender identity, this can be a red flag.
However, this type of check should be done with great care. Many aspects of an employee’s personal life are protected by law, and a social media check can violate privacy if it uncovers this information without consent. Furthermore, it’s difficult to determine whether an account is accurate. There are billions of fake accounts online, and relying on names, states, or ages can be misleading.
There’s also the risk of unconscious bias. A hiring manager could see something on an applicant’s social media that contradicts their values, beliefs, or opinions and make a biased decision accordingly. This is a common problem, and it’s essential to train hiring managers to avoid unconscious bias.
Overall, social media background checks can be an effective tool to help you find the best candidate for your open positions. But, having a well-drafted screening policy and using a trusted third party to conduct these checks is essential. This way, you’ll know your background checks are legal and ethically run. Doing so can ensure your company gets the most out of this valuable tool and minimize people and financial risk from bad hires.
It helps to know if the candidate is fit for the job.
A background check on social media can reveal a lot about a candidate’s personality that needs to be reflected in a job interview. For example, candidates who brag about illegal activities or post racy photos online are unlikely to land a job. But, it is essential to note that the results of a social media check should never be the sole deciding factor in hiring decisions. This can lead to unconscious bias, a problem for fair hiring processes.
Also, a person’s views on religion or politics can cause issues in a company. Many employers may be tempted to reject candidates with these beliefs based on the content on their social media profiles, but this is unfair. The law protects people from discrimination based on their political or religious views, and this type of action could lead to a lawsuit against the company.
Using the right tools can help a company avoid these legal issues by ensuring that the background check is performed ethically. Accurate’s Social Media Screen uses robust technology to search platforms for negative text and images, and human analysts review flagged results. This ensures that the results are accurate and comply with laws governing data privacy and employment discrimination. This helps a company find the right talent for the job without opening itself up to legal issues.