Social media may exist entirely online, but the things we post do not exist in a vacuum. Nowadays we use social media for a variety of things, and the things we do and say online have very real consequences offline. People have been fired over social media shenanigans before, and many companies are seeking to avoid PR disasters before they occur.
Social Screening on the Rise
Since the advent of social media, it has only grown more popular as the years have gone on. Most people over the age of thirteen have some form of social media, whether it be Facebook, Twitter, Instagram, Snapchat, or even TikTok. The things we do and say online can very much impact the real world. People’s bad behavior online has a way of getting back to their employers. It is no surprise that the majority of businesses have taken to social media screening potential new hires.
But looking at an applicant’s social media means employers are potentially exposing themselves to FCRA violations and discrimination suits. Candidates often post protected information on their social media, which cannot be considered during a hiring decision. Businesses need to be careful if they want to lawfully and legally take advantage of social media screening services.
Take a Step Back
The FCRA protects the accuracy and privacy of candidate’s data. Many of the things people share on social media, such as their religious or political beliefs, could lead to bias within the hiring process. Even discovering things such as an applicant’s marital status or age can be in violation with the FCRA. When possible, it’s best to outsource social media screening to an FCRA-compliant partner. A third-party screener will only report what is necessary to make an informed hiring decision and use only information that is FCRA-compliant.
Know What to Look For
Employers look for a variety of things when scanning an applicant’s social media. Any signs of hate speech, bullying or trolling, threats, toxic language, or illegal drug use are all considered red flags. This sort of behavior can manifest itself offline, such as creating a hostile work environment, endangering workplace safety, and potentially damaging the business’s reputation.
Social media background checks should always hide any protected information, such as race, age, etc., to not influence the hiring decision. To remain compliant with the FCRA, companies must apply the same social media screening guidelines to all candidates and redact any protected information.
A Glimpse into Your Candidates
Social media searches allow for a rare glimpse into a candidate’s thoughts, opinions, and thought processes. We can learn a lot from what people post on their social media, and it isn’t always negative! Websites like LinkedIn allow for colleagues to endorse their peers for their skills and provide testimonials on working with them. Social media screening gives employers useful insights into their candidates’ abilities to work and communicate with others.
Social media screening should be conducted in tandem with a standard background check, just prior to the candidate officially being given the job. FCRA-compliant social media searches only use information that is publicly available. By viewing an applicant’s public social media profiles, you see what they want to project to the world. This information can be helpful in getting to know your potential new hire.
Choosing an FCRA-Compliant Partner
The simplest way to ensure your social media screening is FCRA-compliant is by handing the process off to a team of trained professionals. Critical Research offers social media screening that gives employers additional insights into their candidate’s online behavior and validates their hiring decisions. All social media screening conducted by Critical Research is done in compliance with all the standards set forth by the FCRA.
When you choose a partner for social media screening, choose a provider that will ensure your searches remain accurate and FCRA-compliant.