There are several ways to conduct a social media background check. These include using a third-party service, taking note of red flags, and excluding the hiring manager.
Depending on why you need the background check, you may even be able to conduct the assessment yourself. Before you begin running your review, there are a few things you should bear in mind.
Conducting a background check using social media can help ensure that a potential employee is not using social media for illegal purposes. These checks are a legal procedure that allows an employer to reject a candidate who is not fit for the job without fear of being sued.
However, it’s important to remember that the process may not be 100% accurate. The best way to protect your company from these risks is to use a third party to check for you.
While conducting a social media background check may not be the most effective way of determining the true identity of a candidate, it is a valuable tool for employers. These searches provide a detailed picture of a candidate and may reveal additional details that an interview or resume cannot capture.
These checks are becoming increasingly popular but should be done carefully, considering the applicant’s privacy rights.
2. Excluding the Hiring Manager from the Background Check
While social media background checks have become popular among employers, only some are comfortable with them. Many hiring managers reject potential employees based on their social media profiles. Nearly half of hiring managers admit to leaving a candidate based on social media information. It is crucial to take into account this method’s constraints.
The process of social media screening is only sometimes ethical or legal. It is often performed ad hoc by hiring managers or recruiters, and there needs to be more publicly available data about the results of such checks. As a result, employers must ensure the privacy and legality of the information obtained.
3. Red Flags
Employers should be open to conducting a social media background check on potential employees, but they must make sure that the information they receive is accurate. While social media is a free speech platform, employers should consider the content posted online before hiring.
Unfiltered behavior is inappropriate and can make or break a potential employee’s chances of being hired. To do so, employers should create a framework for social media checks and identify the red flags they should look for.
Employers should be careful when visiting a candidate’s social media profile because the information they collect may include pictures or posts protected under privacy laws. Accessing protected information could also violate anti-discrimination laws.
If a candidate were to file a lawsuit claiming discrimination, it would be difficult for the employer to prove that the information they accessed was not a factor in their decision. This is where a specialist comes into play.
4. Limiting the Risk of a Social Media Background Check
The problem with social media background checks is that they’re unreliable and prone to errors. The process can also be time-consuming, especially if it’s done ad hoc. Often, the background checker spends a long time looking for information that might be outside the job or the company.
Sometimes, this results in a rejected applicant because of insignificant details. Although the process can’t be fully automated, there are steps employers can take to limit the risk.
While social media background checks are a great way to vet applicants, they’re also not as accurate as other methods. Many internet users have multiple social media accounts, some of which may be private and locked. Moreover, social media background checks cannot identify information that employers can’t see.
5. Using a Third-Party Service
Social media profiles can show a lot about an individual, from whether they have any criminal past to whether they’re a risky employee. When hiring new employees, conducting a social media background check is an excellent way to find out about their online habits before making your final decision. It’s also a great way to protect your company from cyber threats.
A third-party service can also help you do a social media background check legally and compliantly. These services use AI-powered tools to identify problematic areas in a person’s social media presence. This type of social media background check requires authorization from the candidate, which is the same process as a traditional background check.
In conclusion, these five methods are the most commonly used and accepted ways to complete a social media background check. However, each situation is unique, so you must consult with an expert in this field to ensure you complete the process correctly.