Social Media Checks
Increasingly employers are including social media in their candidate background screening process – but what are they looking for?
This high-level report is ideal for entry level positions, where the social media impact of the individual is seen as minimal on the reputation/image of the organisation
Turnaround Time: 48 – 72 working hours
This report provides additional insights, as the conduct of the data is subject on each platform accounts are held are assessed
Turnaround Time: 48 – 72 working hours
A full report provides drilled down detail into the aspects and content of the data subject on each individual platform where accounts are held. Evidence in the form of screen shots is provided
Turnaround Time: 48 – 72 working hours
1. Who conducts social media screening?
Candidate social media profiles can be looked at by the employer, the recruiter, a professional screening agency or a combination of the above.
Usually, a recruiter will look into a candidate’s social media history in the pre-interview stage, well before any formal vetting commences. Once the employer receives the applications from the recruiter, they too may decide to search for the applicants on social networks.
2. What kind of social media activity is considered ‘adverse’?
Although at present there is no standard approach to social media screening, there are a number of factors that are generally seen as concerning in the recruitment process.
- Information which contests the information on your CV
- Derogatory posts written about a former employer
- Inappropriate language
- Illegal or offensive behaviour
3. How far back do social media screeners look?
There currently no standard time frame in social media screening. Typically social activity conducted since 18 years of age will be taken into consideration. However, without a standardised approach, social media posts made at the age of 13 or so, could be included in checks.
