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Social media screens search key social platforms like Facebook, Instagram, TikTok, and Twitter to uncover content that may reveal risk. It helps employers see candidates through a new lens and glean character insights not reflected in their criminal records. Toxic employees can sink productivity and amplify absenteeism and turnover. Social media screening helps you identify intolerant or dangerous behavior that would be problematic for your company.
Employers may find it helpful to evaluate candidates’ suitability for positions via social media. While background checks can verify professional affiliations and confirm qualifications, employers who perform social media checks can uncover potential red flags such as racism, intolerance, violence, and unprofessional behavior, which could be costly for a company. Employers can manually assess candidates’ profiles or use specialized software to scan public data points and analyze candidate social media activity. It’s important to establish clear procedures and standards for this review so that the evaluation process is conducted fairly and objectively. It helps to avoid unconscious bias, which can be a major challenge when evaluating multiple candidates with similar backgrounds.
Limiting the amount of data accessed and the criteria used to determine candidate suitability is also critical, as accessing private information can be seen as an invasion of privacy. Furthermore, it’s a good idea to have separate individuals conduct the screening and make the hiring decision to ensure that the review is not biased. Finally, obtaining the candidates’ consent is essential before performing a social media screening. In addition to minimizing the risk of discrimination lawsuits, this step helps ensure that the screening is undertaken per legal regulations. It is vital if the business is publicly traded or otherwise subject to strict employment laws and requirements.
Reference Checks – Social Media Screen
One of the most important aspects of the hiring process is requesting and checking references. It’s not just about verifying a candidate’s past work experience and making sure the information on their resume is accurate, but also discovering qualities about them that aren’t always apparent in a summary or during an interview. It is where social media screening can be invaluable to the hiring process. It can identify red flags such as inappropriate content, discriminatory remarks, or evidence of illegal activities. By using this data, recruiters can choose candidates more wisely and ensure they only work with people who uphold the standards and values of their organization. However, the person conducting the screening mustn’t be the same person who makes the hiring decision. It helps prevent unconscious bias from influencing the check outcome and protects candidates’ rights to privacy. When asking questions, begin with simple ones like “How long have you known this candidate?” and “Do you think they would thrive in the role you’re hiring for?” If they wouldn’t, find out why. It can help you decide if this is a reason to move on to another candidate or to invest more time in the interview process.
Drug screening is a crucial component of any company’s workplace safety program. Employees who use drugs lose productivity, are more likely to be absent from work, be involved in workplace accidents that harm others, file workers’ compensation claims, and even cost your business a lot of money in lawsuits. An effective drug-testing program can prevent these costs and help your organization grow. It can also help you retain qualified employees and attract top talent. Drug screening programs rely on biological samples, usually urine, saliva, sweat, hair, or blood, that are tested for the presence of illegal drugs as well as some prescription medication. Pre-employment drug screening is generally done after a conditional job offer and before the new hire starts working. This testing may be mandated by law, especially in safety-sensitive industries like transportation and manufacturing. It’s also a common practice in some regulated fields, including medical and veterinary professions, to test current employees suspected of using drugs on the job. This type of testing is referred to as reasonable suspicion screening, and it is conducted when an employer observes erratic behavior, physical evidence of the use of illicit substances or paraphernalia or an inability to perform routine duties on the job. Supervisors must be trained to recognize and document these warning signs immediately.
Criminal Record Checks
With more people than ever logging on to social media sites, it’s no wonder that employers are turning to social media screening as an effective way to assess candidates. Social media searches can reveal information and deeper insight missed in criminal background checks, such as instances of offensive language, threats of violence, or unauthorized disclosures of confidential business information. However, using social media to screen applicants and current employees raises several ethical questions. When done improperly, it can lead to discrimination and wrongful termination claims. It’s important for businesses to take care when considering this option and only use it as a tool when the content can be directly related to job performance and if they have consent from the candidate to do so.
When using social media to screen for criminal convictions, most companies will rely on a service that conducts a comprehensive search of public profiles across key platforms. These services will flag any EEOC-protected information and ensure that any data found is based on actual activity rather than being reported by someone who has reviewed the individual’s page. It enables you to make a well-informed hiring choice while ensuring that the outcomes are impartial. This service should be complemented by a full criminal history check since social media will not show arrest records that did not result in a conviction.