What is Social media screening?
When an employer or a background check business checks a job candidate's social media profiles on behalf of the employer, they are looking for undesirable information that violates corporate regulations.
Compliant social media screening is required to ensure accuracy, protect a candidate's rights, and reduce an employer's lawsuit risk.
What is the process of social media screening?
Hiring a third-party background check business that provides this service is advisable. With the candidate's approval, that firm will evaluate its social media profiles using compliant techniques.
These platforms will then flag offensive content and prevent you from reading information protected by EEOC standards.
Importantly, these businesses will allow candidates to contest conclusions if the wrong social media profile is evaluated.
Why is social media screening necessary?
Social media screening is necessary for the following reasons:
Provides insight into the candidate's behaviour
Informs you about the type of content candidates consume and share online
Allows you to identify their thoughts and opinions
Assists you in reaching out to passive candidates
Saves time and money
Assists you in cross-checking and confirming the candidate's data
Drawbacks of social media screening
It may result in legal complications. Before you begin the online screening procedure, familiarise yourself with the employment policies in your nation and business.
It may result in skewed employment judgments. There is a potential that your comments will hinder the recruiting process. This may occur if you and the applicant share the same interests or have graduated from the same high school or college.
It may result in the examination of contradictory or incorrect information. Because not all candidates are active on social media sites, there is a shortage of material available online. Similarly, some people may publish or share certain information to improve their following count.
Is it ethical to filter people on social media?
Social media screening is lawful as long as it is done legally and consistently.
You'll want to make sure your organisation has a clear policy on social media standards, that you're following an adverse action procedure just like any other background check component, and that you collaborate with a reputable third party to execute the social media check.
You should also ensure a consistent policy on who you screen, such as a job level versus a one-time screen on individual individuals.