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How to conduct social media background checks? Performing a social media background check is essential for a variety of reasons. Conducting a social media background check before hiring someone can help you avoid employing someone with a history of harmful information or relying on information that is not helpful or relevant. For example, a Human Resources Director could perform a social media background check on applicants and find out that one has damaging information about their previous employer, dated ten years ago, while the other does not. The data could change your opinion on which employee to hire.

Third-party service

A social media background check is an excellent way to protect yourself from insider threats. These attacks often come from people within an organization, either current or former employees, vendors, or business partners. The lack of protection from insider threats can leave an organization vulnerable. Third-party services can help you avoid this by performing a social media background check on all potential employees and vendors. They can help you identify high-risk vendors and job candidates and protect your company’s data and privacy.

When selecting a third-party service for conducting a social media background check, review the privacy and security policies. Moreover, you should choose a company that meets strict FCRA requirements and has a clear, documented policy on its use. These policies should state that the information collected must be relevant and only reflect publicly available information. Further, employers should choose a service that complies with the FCRA.

A social media background check is a legal way to determine a candidate’s background. Third-party companies can check social media profiles and provide an actionable report that includes redacted protected class information. If you need to check a social media background check for a job candidate, make sure you find one with the best accuracy. The most crucial factor is whether to conduct a social media background check or hire a third-party service.

Manual screening

While there are many benefits of automated digital footprint checks, manual screening for a social media background check is not without its risks; when you make decisions based on protected class information, you risk making biased decisions. Moreover, you risk leaving your company open to discrimination lawsuits. To avoid the risks and comply with the FCRA, you should outsource the screening process. In addition, you should define your company’s social media screening policy before you begin.

While manual social media background checks are a great way to ensure compliance and save time, it is not without their drawbacks. It can be expensive, requiring a lot of staff time and resulting in lower-quality reports. Additionally, manual screening may miss important information. In addition, you may end up making a wrong identification, mainly if the volume is high. Automated social media background check tools come with human oversight, which ensures greater identification accuracy.

Aside from being time-consuming and expensive, manual screening for social media background check programs can also be legally problematic. There is a risk of violating federal laws on computer interference. However, most employers use software that separates decision-makers from the people viewing social media accounts. This ensures that the information they are viewing is not used for discrimination. If you’re concerned about these risks, consider outsourcers. If you use a social media background check service, ensure that it’s conducted by the person the company authorizes to perform the screening.

Automated screening

The use of an automated screening service for social media background checks is becoming increasingly popular to detect potentially inappropriate behaviors. For example, the screening can pick up if a candidate has a history of binge drinking, marijuana use, or singing bawdy songs. This type of screening is done based on social media activity, with the primary consideration being the images, videos, and posts the individual has shared on social media. The secondary criteria consider how the individual has interacted with the content.

Social media activity can be directly related to work performance, so a candidate with a history of sharing during working hours may be a potential time waster. The data from social media sites such as Facebook and Twitter can benefit hiring. However, it is essential to note that not everyone uses social media similarly. In addition to posting irrelevant information on their profiles, candidates may have posted and liked things they wouldn’t otherwise have shared.

Fortunately, AI-powered systems have developed ways to conduct social media background checks. These systems search publicly available social media profiles to identify potentially defamatory content. These social media background checks can also reveal drug use, violence, and hate speech. Moreover, they can be delivered quickly and efficiently. Whether evaluating prospective employees or screening current employees, a social media screening can help you make an informed decision.