Benefits and Risks for Social Media Background Check
Have you ever considered conducting social media background checks on potential employees? Well, there are risks to undertaking this type of advanced background check for social media screening, just as there are benefits to doing it.
Why is social media screening done?
- During the employment process, employers conduct a social media background check on job candidates.
- Background checks on social media can uncover information that is difficult to find through typical screening methods.
- Conducting social media background checks should only be done near the conclusion of the employment process, and you should follow a few methodologies.
While it may be helpful to look up a job candidate’s social media profile before employing them, it may not be worth the risk. You could face a lawsuit from someone who didn’t receive the job based on what you see and how you use that information when determining which candidate to hire. However, there are some potential advantages.
Consider the benefits and drawbacks of conducting a background check social media during the recruiting process before making a decision.
What is Social Media Screening?
A social media background check is done when an employer looks at a candidate’s social media profiles to see if he’d be suitable for a position in the company. It’s typically performed near the conclusion of the employment process and can disclose details that standard screenings don’t uncover.
Why Conduct a Social Media Screening?
Unless there is an advanced background check, it is nearly impossible to locate any extra piece of information that can give you a plus point to consider offering a job or rejecting a person when evaluating them for a job or during an interview. Social networking sites provide that extra component to learn inner knowledge about a person quickly, but they also come with certain drawbacks.
Given its downsides, failing to conduct a social media background check puts you at a more significant disadvantage. Instead, before hiring someone, organizations prefer to do it for their gain.
Benefits and Drawbacks
Companies prefer completing a background check social media for their security, particularly financial institutions where employing a person takes time because the job entails more responsibility for other people’s financial secrets.
HR managers normally like to conduct a social media background check by reading over the candidate’s page and learning more about them. However, the sensible way is to conduct this after you’ve completed your other background checks because you don’t want to be sued by someone who not only didn’t get the job but also went through the trouble of checking his or her social media account.
Also, if the information you gathered from a candidate’s profile impacts the recruiting process, this can be a severe problem.
Because of the protected characteristics rule, nationality, religion, and age cannot influence the hiring process. If you do a background check social media that catches any of this information and then use it to make a hiring decision, you put yourself in a lot of legal trouble.
Information you can find on Social Media
On social media, you may find various resources to help you avoid making a terrible hire. You might find information in the following areas, for instance:
It’s not only about matching a skill set when it comes to finding the ideal applicant; you also need to make sure the new worker is a suitable fit for your firm. You may draw such a conclusion based on a person’s social media behaviour, or a post they share may reveal their thoughts on a specific topic/theme. However, it is unimportant that someone with a different viewpoint or way of thinking may not be a successful employee.
Seeing whether someone is more involved in any other reasonable cause or community that helps others can benefit. Several other factors can provide insight into a person’s personality.
Social media can reveal a lot about a candidate’s extra abilities. You can find a blog entry that demonstrates his ability to communicate effectively. Perhaps a candidate has a YouTube channel where he/she creates videos and talks on different topics.
- Violent or Sexist Rhetoric
If a job candidate shares or creates postings that encourage violent or sexist discourse, you can consider these posts while making your hiring decision. Indeed, you can legally disqualify job applicants whose social media posts encourage harmful and destructive stuff.
How to do Social Media Background Check
There are various platforms where you can rapidly review and evaluate any nominated candidate’s profile. Facebook, Linked In, and Instagram are the finest places to learn more about someone than you can through interviews.
Consider making these background checks non-disruptive to the employment process; otherwise, the advantages will become problems if you are sued.
In addition, several background screening organizations can complete this task quickly and provide you with additional information about the prospect.