A SOCIAL MEDIA BACKGROUND CHECK

A social media background check is when an employer looks at a candidate’s social media profiles to determine he would be a good hire for the company. A pre-employment background check is completed near the conclusion of the hiring process. The potential to uncover information that can not be obtained through routine screening methods.

RISKS

covering social media background screenings into your organization’s background check process has several advantages. But there are also certain pitfalls to be aware of. For these reasons, many human resource professionals are hesitant to learn about job candidates through social media. To avoid confusion, you should only conduct them after you have completed your interview and all other advanced background checks. Nobody wants to be sued by someone who didn’t get the job because you utilized the information you discovered on social media in the incorrect way, and you don’t want to be sued by someone who did.

WHY CONDUCT A SOCIAL MEDIA BACKGROUND CHECK

Social media background checks can provide you with information about a candidate that might otherwise be difficult to obtain through traditional interviewing methods. In addition to giving you a solid sense of a candidate’s work ethic and personality, social media can open up new paths of consideration when deciding whether or not to recruit that person.

POSITIVE STUFF

Instead of focusing on the negative, you should focus on the positive, which will help you balance the pros and cons of different candidates. When it comes time to make a hiring decision. Consider the possibility that you will discover that your planned hire has a good heart because she volunteers for several charitable organizations. Their interactions with others may reveal the type of personality that is most conducive to success in your company; if they are nice online, they may prove to be a valuable asset in the workplace!

SKILLS For Social Media Background Check

By doing a social media background check. Many aspects of a candidate’s abilities resolve. You may come across a well-written blog entry on the candidate’s LinkedIn page that demonstrates his ability to communicate effectively. It’s also possible that an applicant has a YouTube account. where she creates explanation videos that explain hard issues straightforwardly and understandably.

HOW TO DO SOCIAL MEDIA BACKGROUND CHECK

START WITH GOOGLE

Conventional wisdom used to hold that you could just look at an individual’s professional social media profiles, such as those on LinkedIn, and that was that. That, however, is no longer the case now. The fact that information is publicly available does not matter whether it is personal or professional; everyone can see it. We recommend that you begin your best social media background check by using a search engine such as Google. Check to see what comes up when you type in the candidate’s name in the search box. If you encounter links to social media profiles, visit each one and see what you can find. It’s important to remember that other persons can have the same name as your applicant, so exercise caution!

BE CONSISTENT

When conducting social media background checks, it is critical to maintain consistency. Try not to be picky about who you conduct background checks on; either check everyone or check no one at all. Make social media background checks a part of your official policy to ensure protection. In the case of top-level positions, your policy might state that you will look at all social media platforms when making hiring decisions. In doing so, you will not only eliminate unconscious bias from your recruiting choice, but you will also ensure that your hiring process is more equitable.

WAIT TILL END

The best method to avoid being sued is to refrain from conducting social media background checks. Until after you have made your final employment decision. In other words, you should never look at a potential employee’s social network profiles before reviewing their CV. If someone does not have the three years of experience you want, or if they do not have the appropriate degree, there is no use in looking at their social media presence. Wait until you’ve finished interviewing all of your possible applicants before investigating their social media accounts. Nobody will be able to claim that the reason they weren’t employed was that you happened to catch a glimpse of something on their social media profile that you didn’t like.

EMPLOYEE AWARENESS

Employers are required to notify job applicants. They intend to do a background check on them, according to federal regulations. Although there is some clarification on whether this includes informing them that you are intending to conduct a social media background check, there is no definitive answer. Ideally, you should inform them that this will be a part of the information. You will be reviewing to maintain your ethical standards.