FirstDataCheck

Social Media and Online Presence Checks:

Social media and online presence checks have become increasingly common in background screening processes in the United States. Here's an overview of how these checks typically work:

1. Purpose: Social media and online presence checks are conducted to gather additional information about candidates beyond what is provided in their resumes or job applications. Employers use these checks to assess a candidate's professionalism, character, and suitability for a position.

2. Sources: Employers may search for information about candidates on various social media platforms such as Facebook, Twitter, LinkedIn, Instagram, and professional networking sites. They may also search for information on personal websites, blogs, forums, and other online platforms where the candidate may have a presence.

3. Information Sought: During social media and online presence checks, employers may look for a wide range of information, including:

Professional qualifications and achievements

Job-related skills and experiences

Professional demeanor and communication style

Cultural fit with the organization

Evidence of inappropriate behavior or misconduct

Inconsistencies with information provided in the job application

4. Legal Considerations: While social media and online presence checks can provide valuable insights into a candidate's background, employers must be mindful of legal and ethical considerations:

Employers must comply with federal and state laws governing privacy and discrimination, such as the Fair Credit Reporting Act (FCRA), which regulates the use of consumer reports for employment purposes.

Employers should avoid accessing protected information, such as race, religion, sexual orientation, or other characteristics that are protected from discrimination under federal and state laws.

Employers should obtain consent from candidates before conducting social media and online presence checks, and they should be transparent about the types of information they will be reviewing.

5. Professionalism and Fairness: Employers should use discretion and professionalism when conducting social media and online presence checks to ensure fairness and avoid bias. They should focus on job-related criteria and avoid making decisions based on personal characteristics or activities that are unrelated to the job.

6. Documentation and Record-Keeping: Employers should document the results of social media and online presence checks for record-keeping purposes. This documentation can help demonstrate compliance with legal requirements and provide transparency in the hiring process.

Overall, social media and online presence checks can be valuable tools for employers to gain additional insights into candidates' backgrounds and assess their suitability for a position. However, it's essential for employers to conduct these checks responsibly, ethically, and in compliance with applicable laws and regulations.