Mar 25, 2021 9:30:00 AM
Employers are increasingly turning to social media profiles to screen their job candidates. And why not? If the individual shares posts, tweets, and photos of themselves, why shouldn’t hiring managers tap into those to build a clearer picture and form opinions about them during the hiring process?
Applicants may share information on their favorite social media channel that would valuable for a company to know BEFORE they hire them.
Topics: social media screening, social media, Employer hot topics, employer compliance, background screening process
Apr 4, 2019 10:50:12 AM
Data Facts periodically shares insights from other publications that are relevant to our audience. This article was written by Sharlyn Lauby of #HRBartender and first appeared on HR Bartender.
I knew that today’s title will get your attention. I’ve been waiting for someone to send me this question! I’m sure this reader’s note will resonate with many:
I have a question regarding social media. Last year, we came across a candidate who had a number of recent social media posts expressing racially charged views. We decided not to move this candidate along in the selection process as these posts didn’t reflect our company’s values. Our thought process was:
1) They’re a reflection of our brand and we don’t want to be associated with those views and,
2) Those views probably wouldn’t be good for employee morale.
Were we wrong to use social media in this way? Is there a legal issue with making decisions like this in the future? Would appreciate your insight!
Topics: Background screening, social media, Employer hot topics, industry expert, background checks, background check services
Jul 16, 2013 9:54:12 AM
When it comes to screening an applicant’s background, knowledge is power. The more knowledge a company collects about an applicant, the better that company can be at discerning whether or not the applicant is a good ‘fit’.
As more and more people sign on to Facebook, Twitter, Pinterest, and the many other social media sites available, hiring professionals are becoming more tempted to take a peek at the information before hiring an applicant. Who can blame them? There is virtually a goldmine of potentially valuable information to be gleaned from a person’s profile, blog, photographs, or collection of tweets. Companies could benefit greatly by knowing about an applicant's online presence up front.
Topics: Data Facts blog, social media screening, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, 2013 hiring, social media, Hiring, NAPBS, background screen, background check, wordpress blog
