What are your thoughts on
“Social Media Screening in Hiring: Pros, Cons and 4 Steps for Effective Background Checks” ?
discuss below.
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We don’t do social media background checks. I think there would have to be clear guidelines and specific reasons why it was necessary before considering it as part of our practice.
True. It has to be done carefully. Thanks for your comment, Denise.
We do not perform social media background checks either. As noted in the article, I believe Step 1. Establish Clear Policies, is the most critical to a successful implementation, and in particular, “Ensure that all stakeholders, including candidates, are aware of these policies.” No surprises to anyone! I also like the idea of third-party screening to “minimize potential biases and ensure compliance with privacy laws.” It’s a good reminder to be mindful of what you post, and how your social media presence may be interpreted, as it can follow you forever!
Social media is here to stay, & I believe is quickly becoming more & more normal in pre-screening applicants. Due diligence is a *must* regarding jurisdictional privacy legislations, as well as transparency that begins with the first job posting regarding how/why this information will be accessed. Third-party review of an individuals socials could search for specific “flags” then report to the employer simply presence or absence of these specifics.
Thanks for your comment, Stacey!