Background Checks Using Social Media Sites
Typically, details from your social media accounts won’t show up on a background check. It’s best not to take the risk because things you post or share online can have dire consequences, such as missed job opportunities and even job loss. More than two-thirds of companies use social media to screen candidates, while almost half follow current employees’ posts. Services such as check people can comb social media databases at the speed of light.
Should You Check a Job Candidate’s Social Media?
Employers can gain insight into a candidate’s personality beyond what they listed on their resume or job application by checking their social media profiles. There’s no law prohibiting a potential employer from checking social media channels unless the candidate can prove this act led to their being disqualified.
As a job seeker, you can assume that a potential employer will look at your social media or your LinkedIn profile at the very least, especially since LinkedIn is often seen as a second job application. In addition, they could also look at your Facebook and Twitter profiles. When a company checks them, they want to get additional details about the character of the applicant. Moreover, they can use them to find negative or sensitive information.
With this in mind, when you are applying for a job, you may be thinking that it would be best to set your social media profiles to private or outright delete them. However, this approach could also backfire – you may not even get an interview without an online presence. Almost half of all employers say they wouldn’t ask a candidate with no online presence to come to an interview. About 20% expect all candidates to have at least one social media account, and over 25% look for additional information about a candidate before contacting them.
Having no social network accounts can make it seem as if the job candidate has something to hide. It can lead to one of two impressions: your profiles are private because you don’t want anyone to find you or you’re using a fake name. Neither of these impressions will help you look professional.
The Legality of the Check
Employers who want to obtain more information by checking social network accounts can face legal issues involving data protection. We can’t deny the effectiveness of social media when you’re looking for the right talent. Still, being aware of the risk is important.
Companies can have valid reasons for rejecting a candidate based on their social media findings. These involve discriminatory comments, lying about qualifications, or provocative or inappropriate videos, pictures, or other information. However, there is a very fine line between rejecting someone over a racist comment on social media and eliminating them based on disability, race, age, gender, or political affiliation.
When an employer examines a job candidate’s social media, they will likely find some personal information about them. Hiring bias is prevalent in most domains these days, and it could be difficult to prove the employer’s findings didn’t affect their hiring decision.
Doing a Background Check Before a First Date
It can also be a good idea to run a background check before meeting someone for the first time in real life. It’s perfectly acceptable to look at someone’s profile or messages to learn about their life, interests, and goals. However, you can’t be sure your impression will correspond to reality. Most people use social media to present themselves a certain way. It’s about creating an image – a way they want to be seen and not necessarily who they really are.
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This blog dives into the intriguing world of conducting background checks using social media. It’s a compelling read, shedding light on the delicate balance between online privacy and professional visibility. The legal considerations discussed here are especially relevant in today’s hiring landscape. A valuable resource for job seekers and employers navigating this digital age.