Social Media Screening
Leveraging social media in the pre-employment screening or human capital screening process is the epitome of a “double edged sword.” Social media screening, when conducted properly and consistently, can provide human resources and risk management professionals with additional levels of employment risk management -- as well as meaningful assurance on other types of human capital decisions and transactions; e.g., promotions, restructurings, key employee due diligence in acquisitions or capital investments, etc. However, when social media background checks are not conducted in a proper and consistent manner, organizations can absolutely be exposed to discrimination claims (individual or even class action), FCRA compliance issues, EEOC/OFCCP fines or removal of government contracts, etc.
PeopleG2’s well-developed methodology around social media screening and social media due diligence encompasses all forms of user-generated content such as social networking site posts, tweets, blog entries, photos, videos and comments ... in addition to searching and analyzing all other relevant information around individuals (or their associations) on the web. Sensitive information or information / content that should otherwise not be part of hiring or other employment-related decisions is always redacted before presenting a “discovery profile” to a client.
Engaging PeopleG2 for experienced social media screening also affords clients the benefits of using an external, 3rd party to take advantage of this relatively nascent toolset within recruiting, talent management and human capital due diligence. Our clients and their stakeholders have considerable peace of mind knowing a more consistent, objective and defensible process will be used to uncover relevant attributes, attitudes and interests of individuals being considered.
