Social media background check

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A social media background check is an investigative technique that involves scrutinizing the social media profiles and activities of individuals, primarily for pre-employment screening and other official verifications. [1] These checks are performed to review people's online behavioral history on social media websites such as Facebook, Twitter, and LinkedIn. [2] Social media background checks have become a common part of recruitment processes, among other verification procedures.

Contents

History

In the early 21st century, with the rapid expansion of social media platforms such as Facebook, Twitter, and LinkedIn, employers began to use these channels to gather additional information about prospective employees. [3] Initially, social media background checks were an informal aspect of recruitment, but they have gradually gained formal recognition as a crucial element in candidate screening. These checks can offer a deeper insight into a candidate's personality, interests, and personal networks, helping recruiters to make informed decisions. [4]

Rise in society

The practice of social media background checks has seen a significant surge in the last decade. [5] This rise can be attributed to the exponential increase in social media users and the growing awareness among organizations regarding the importance of hiring individuals who align with their values and culture. [6] Various platforms provide services explicitly designed to conduct social media background checks efficiently, simplifying the process for businesses. The wholesale interest in such platforms is indicated by a rise in successful capital raises for technology companies such as in the case of Ferretly and Certn. [7] [8] The incorporation of artificial intelligence into conducting AI-powered social media background checks also illustrates its continued popularity and that businesses are looking to ramp up and even automate their use. [9]

Real-world instances of individuals being held accountable for inappropriate or offensive content shared on social media have propelled this trend further. [10] Prominent examples include the 2018 case involving James Gunn, who was initially fired from directing the film Guardians of the Galaxy Vol. 3 due to past offensive tweets, and the 2017 incident where a Harvard University student lost his admission due to racist remarks made online. [11] [12]

Evolution of ethical considerations

Social media background checks are not without controversy, raising significant ethical considerations that have evolved in recent years.

Privacy advocates argue that such practices infringe on an individual's right to privacy, potentially leading to discrimination and biased hiring decisions. [13] There is also a debate about the authenticity of information available on social media, as users often present an idealized version of themselves, which may not accurately reflect their true character.

Moreover, the accuracy of social media background checks has been called into question, with critics pointing out that these checks may not always yield reliable or comprehensive results. [14] Critics also warn about potential misuse of information obtained from social media, including cyberbullying and harassment.

In reality, however, a 2023 survey showed that around 90% of employers already use social media in some fashion in their hiring process and more than half of those say they have rejected a candidate due to content they found on social media. This "do-it-yourself" approach is unregulated, and critics argue that it limits the ability for candidates to dispute the results, which is the sole reason for the FCRA. [15]

In a hiring environment where the practice is already performed often on an individual basis, the introduction of systematic, regulated screening practices that meet federal compliance standards can present a better, fairer alternative for both employers and candidates. [16]

Business considerations

From a business perspective, social media background checks can be a valuable tool in protecting an organization's reputation and maintaining a safe and respectful workplace environment. A well-conducted social media background check can identify potential red flags, helping to prevent instances of workplace harassment or other negative behaviors. [17]

However, businesses also face potential legal repercussions if social media background checks are conducted improperly, such as non-compliance with the Fair Credit Reporting Act (FCRA) in the United States. [18] [19] Furthermore, relying excessively on information obtained from social media can result in missed opportunities to hire qualified candidates who may have been misrepresented through their online personas.

Given these considerations, with many screening software companies now surfacing, it is important for businesses to select an approach that is fully compliant with federal and state guidelines for background checks and privacy. [20]

See also

Related Research Articles

<span class="mw-page-title-main">Fair Credit Reporting Act</span> U.S. federal legislation

The Fair Credit Reporting Act (FCRA), 15 U.S.C. § 1681 et seq., is federal legislation enacted to promote the accuracy, fairness, and privacy of consumer information contained in the files of consumer reporting agencies. It was intended to shield consumers from the willful and/or negligent inclusion of erroneous data in their credit reports. To that end, the FCRA regulates the collection, dissemination, and use of consumer information, including consumer credit information. Together with the Fair Debt Collection Practices Act (FDCPA), the FCRA forms the foundation of consumer rights law in the United States. It was originally passed in 1970, and is enforced by the U.S. Federal Trade Commission, the Consumer Financial Protection Bureau, and private litigants.

A background check is a process used by an organisation or person to verify that an individual is who they claim to be, and check their past record to confirm education, employment history, and other activities, and for a criminal record. The frequency, purpose, and legitimacy of background checks vary among countries, industries, and individuals. An employment background check typically takes place when someone applies for a job, but it can also happen at any time the employer deems necessary. A variety of methods are used to complete these checks, including comprehensive database search and letters of reference.

<span class="mw-page-title-main">Recruitment</span> Process of attracting, selecting and appointing candidates to a job or other organization

Recruitment is the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs within an organization. Recruitment also is the process involved in choosing people for unpaid roles. Managers, human resource generalists, and recruitment specialists may be tasked with carrying out recruitment, but in some cases, public-sector employment, commercial recruitment agencies, or specialist search consultancies such as Executive search in the case of more senior roles, are used to undertake parts of the process. Internet-based recruitment is now widespread, including the use of artificial intelligence (AI).

Information privacy, data privacy or data protection laws provide a legal framework on how to obtain, use and store data of natural persons. The various laws around the world describe the rights of natural persons to control who is using its data. This includes usually the right to get details on which data is stored, for what purpose and to request the deletion in case the purpose is not given anymore.

Spokeo is a people search website that aggregates data from online and offline sources.

Business networking is the practice of building relationships with individuals and businesses for professional purposes. It involves the strategic exchange of information and resources to create connections that can be mutually beneficial. Business networking can be conducted in person, online, or through a combination of both. Through repeated interactions, companies create deeper connections. This encourages knowledge exchange, mutual adaptation, and a commitment of resources, which can be both financial and social, to one another.

Data aggregation is the compiling of information from databases with intent to prepare combined datasets for data processing.

HireRight Holdings Corporation is a global family of background screening companies based in Nashville, Tennessee. The company became public via an initial public offering in 2021 with a listing on the New York Stock Exchange. In 2024, private equity firms General Atlantic and Stone Point Capital agreed to acquire the company for $1.65 billion. The transaction closed on June 28, 2024.

Online identity management (OIM), also known as online image management, online personal branding, or personal reputation management (PRM), is a set of methods for generating a distinguished web presence of a person on the Internet. Online identity management also refers to identity exposure and identity disclosure, and has particularly developed in the management on online identity in social network services or online dating services.

<span class="mw-page-title-main">Digital footprint</span> Ones unique set of traceable digital activities

Digital footprint or digital shadow refers to one's unique set of traceable digital activities, actions, contributions, and communications manifested on the Internet or digital devices. Digital footprints can be classified as either passive or active. The former is composed of a user's web-browsing activity and information stored as cookies. The latter is often released deliberately by a user to share information on websites or social media. While the term usually applies to a person, a digital footprint can also refer to a business, organization or corporation.

Employee monitoring is the surveillance of workers' activity. Organizations engage in employee monitoring for different reasons such as to track performance, to avoid legal liability, to protect trade secrets, and to address other security concerns. This practice may impact employee satisfaction due to its impact on the employee's privacy. Among organizations, the extent and methods of employee monitoring differ.

Online vetting, also known as cyber-vetting is used by potential employers and other acquaintances to vet people's online presence or "internet reputation" ("netrep") on search engines such as Google and Yahoo, and social networking services such as Facebook, Twitter, Instagram and LinkedIn. Employers may check profiles, posts, and photographs for indications that the candidate is unsuitable for a certain job or position.

The Consumer Data Industry Association (CDIA) is the trade association for the various consumer reporting companies in the United States. It represents around 200 consumer data companies that provide fraud prevention and risk management products, credit and mortgage reports, resident and employment screening services, check fraud and verification services, and collection services to individuals and companies. The nationwide consumer reporting companies Equifax, Experian and TransUnion are among its members.

<span class="mw-page-title-main">Corporate social media</span>

Corporate social media is the use of social media platforms, social media communications and social media marketing techniques by and within corporations, ranging from small businesses and tiny entrepreneurial startups to mid-size businesses and huge multinational firms. Within the definition of social media, there are different ways corporations utilize it. Although there is no systematic way in which social media applications can be categorized, there are various methods and approaches to having a strong social media presence.

Since the arrival of early social networking sites in the early 2000s, online social networking platforms have expanded exponentially, with the biggest names in social media in the mid-2010s being Facebook, Instagram, Twitter and Snapchat. The massive influx of personal information that has become available online and stored in the cloud has put user privacy at the forefront of discussion regarding the database's ability to safely store such personal information. The extent to which users and social media platform administrators can access user profiles has become a new topic of ethical consideration, and the legality, awareness, and boundaries of subsequent privacy violations are critical concerns in advance of the technological age.

"'Tenant screening'" is used primarily by residential landlords and property managers to evaluate prospective tenants. The purpose is to assess the likelihood the tenant will fulfill the terms of the lease or rental agreement and will also take great care of the rental property in question. The process culminates in a decision as to whether to approve the applicant, approve the applicant conditionally, or deny tenancy.

A pre-hire assessment is a test or questionnaire that candidates complete as part of the job application process. The use of a valid and expert assessment is an effective way to determine which applicants are the most qualified for a specific job based on their strengths and preferences. Employers typically use the results to determine how well each candidate's strengths and preferences match the job requirements.

Corporate surveillance describes the practice of businesses monitoring and extracting information from their users, clients, or staff. This information may consist of online browsing history, email correspondence, phone calls, location data, and other private details. Acts of corporate surveillance frequently look to boost results, detect potential security problems, or adjust advertising strategies. These practices have been criticized for violating ethical standards and invading personal privacy. Critics and privacy activists have called for businesses to incorporate rules and transparency surrounding their monitoring methods to ensure they are not misusing their position of authority or breaching regulatory standards.

Social media use in hiring refers to the examination by employers of job applicants' (public) social media profiles as part of the hiring assessment. For example, the vast majority of Fortune 500 companies use social media as a tool to screen prospective employees and as a tool for talent acquisition.

Financial privacy laws regulate the manner in which financial institutions handle the nonpublic financial information of consumers. In the United States, financial privacy is regulated through laws enacted at the federal and state level. Federal regulations are primarily represented by the Bank Secrecy Act, Right to Financial Privacy Act, the Gramm-Leach-Bliley Act, and the Fair Credit Reporting Act. Provisions within other laws like the Credit and Debit Card Receipt Clarification Act of 2007 as well as the Electronic Funds Transfer Act also contribute to financial privacy in the United States. State regulations vary from state to state. While each state approaches financial privacy differently, they mostly draw from federal laws and provide more stringent outlines and definitions. Government agencies like the Consumer Financial Protection Bureau and the Federal Trade Commission provide enforcement for financial privacy regulations.

References

  1. ↑ "Social Media Background Checks: Everything You Need to Know" . Retrieved 2023-09-25.
  2. ↑ "How To Conduct a Social Media Background Check" . Retrieved 2023-09-25.
  3. ↑ "University of Pennsylvania School of Law" . Retrieved 2023-09-25.
  4. ↑ "Social Media Background Checks: Are You Risking a Lot for a Little?". www.softwareadvice.com. Retrieved 2023-09-25.
  5. ↑ Sanders, Sherry Denise (March 12, 2012). "Privacy is Dead: The Birth of Social Media Background Checks". Social Science Research Network. SSRN   2020790 . Retrieved 2023-09-25.
  6. ↑ "U.S.: social media users 2019-2028". Statista. Retrieved 2023-09-25.
  7. ↑ Villamor, Kay Aloha. "Ferretly Raises $1.5 Million in Seed Round | The SaaS News". www.thesaasnews.com. Retrieved 2023-09-25.
  8. ↑ "Certn Background Screening Gets US $30M Boost with Support from Export Development Canada". www.businesswire.com. April 20, 2023. Retrieved 2023-09-25.
  9. ↑ "Ferretly Launches AI Powered Social Media Background Screening Application - Ferretly International, LLC" . Retrieved 2023-09-25.
  10. ↑ "Hiring managers' survey shows job seekers should worry about social media use". www.theglobeandmail.com. May 5, 2023. Retrieved 2023-09-25.
  11. ↑ Fleming, Mike Jr. (July 20, 2018). "James Gunn Fired From 'Guardians Of The Galaxy' Franchise Over Offensive Tweets" . Retrieved 2023-09-25.
  12. ↑ "Harvard Rescinds Acceptances for At Least Ten Students for Obscene Memes". The Harvard Crimson. Retrieved 2023-09-25.
  13. ↑ "The Arguments For and Against Social Media Searches in Background Screening". Accurate. May 20, 2022. Retrieved 2023-09-25.
  14. ↑ Maurer, Roy (July 17, 2023). "Employers Prioritize Speed over Accuracy in Background Checks". SHRM. Retrieved 2023-09-25.
  15. ↑ "Social Media-Based Screening and FCRA". JD Supra. Retrieved 2023-09-25.
  16. ↑ Madej JA, Mazurkiewicz M, Kuryszko J, Gaweł A (1993). "Histological and ultrastructural examination of muscles in broilers administered tiamulin together with ionophoric anticoccidials". Arch Vet Pol. 33 (1–2): 5–17. doi:10.1007/s10672-021-09372-4. PMC   8055055 . PMID   8055055.
  17. ↑ "Social Media Screening is More Important than Criminal Background Checks". Ferretly. December 4, 2020. Retrieved 2023-09-25.
  18. ↑ "The Fair Credit Reporting Act & social media: What businesses should know". Federal Trade Commission. June 23, 2011. Retrieved 2023-09-25.
  19. ↑ "FCRA COMPLIANCE". Ferretly. Retrieved 2023-09-25.
  20. ↑ "Choosing the Right Social Media Screening Company: Key Factors to Consider". Ferretly. September 14, 2023. Retrieved 2023-09-25.
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