While resumes and interviews play an important role in hiring, social media profiles give you another glimpse of a candidate.
By scanning candidates’ social media profiles, you can determine if they fit the company culture and how well their behavior aligns with your values.
It’s a Legal Requirement
Social media checks are an increasingly important part of hiring processes for employers. This is because they are often used to screen candidates who may not fit their organization well and protect their company from negative public opinion.
Employers also perform social media checks to determine a candidate’s criminal history. This helps them avoid hiring people who might pose a risk to their employees and clients.
For example, if a candidate has been arrested for driving under the influence or has a criminal record, this can affect their ability to work at your organization. It can also mean that they won’t be able to be trusted with sensitive information or confidential data that might be related to your company.
Another reason social media checks are important for employers is that they are a legal requirement under certain laws. Some of these laws include the Equal Employment Opportunity Act (EEO), which requires employers to conduct a reasonable level of screening before making an offer of employment.
Although social media checks are a legal requirement for employers, they are still risky because it is impossible to eliminate all potential biases from the process. The best way to avoid this is to outsource the process to a third party that can bring you all the data you need. This ensures that you make all the right decisions and avoid legal liability.
It’s a Way to Screen Candidates
Social media is a great source of information for employers when they’re considering hiring candidates. They can see whether the person’s previous job was a positive experience and what they’ve been doing outside of work that might interest the employer.
However, some things on a candidate’s social media profiles may make an employer uneasy. For example, if the candidate has an account that promotes illegal activities such as drug use or violence, that could be a red flag for an employer.
This is where a professional social media screening process can come in handy. These screenings are a way to determine if a candidate has an online presence that could harm the company’s reputation and brand image.
These screenings can also help employers determine if a candidate is affiliated with proscribed organizations or groups, which could be considered extremism. Often, this is done by monitoring the candidate’s activity on certain platforms, such as Facebook or Twitter.
It’s a Way to Screen Out Unprofessionalism
If a candidate’s social media history is rife with hateful or inappropriate behavior, a company may want to learn about that before hiring them. Hateful messages, vulgar posts, and offensive pictures are not what a business wants to promote.
While screening out discrimination based on a candidate’s social media activities isn’t easy, it is crucial for employers. Having the right policies in place for screening candidates with these behaviors can help ensure that hiring is fair and abides by the law.
Recruiters and HR teams should take the time to explain what they are looking for in a social media check. This can help build trust and provide a clear understanding of the information they will collect.
Moreover, training in-house hiring managers or briefing the screening companies they’ve outsourced to is critical. It will give them the knowledge they need to conduct social media checks consistently that don’t have negative consequences for their company. It will also prevent them from rejecting applicants for reasons that have nothing to do with their ability to perform the job they’re applying for.
It’s a Way to Screen Out Misconduct
Employers want to hire good and reliable people, so a background check is a great way to ensure they are. It’s also a good way to avoid wasting time and money on bad candidates.
Social media can provide much information about a person they wouldn’t otherwise have access to. But there are some things that employers should keep in mind when screening a candidate’s social media profiles.
Remember that a candidate’s social media profile is a personal and confidential document, so it’s not necessarily fair for employers to access their private information.
The best way to screen out misconduct is to ensure that employees understand that their behavior online can represent them and impact the company’s reputation and brand. This can be done by providing training and regular updates on the company’s social media policy and ensuring everyone understands how to use their social media safely and positively.
If an employer decides to investigate their employee’s social media conduct, they must thoroughly investigate the facts and circumstances. They must also carry out a thorough review of any representations made by the employee in their defense.