Social Media Screening

Get the buzz without the sting. Social media screening can reveal both positive and negative things about a candidate.


Social Media Screening

A Culture Match Is Vital

Social media can provide useful information in the hiring process, and also support other human capital decisions and transactions, such as promotions and due diligence. However, social media also can be a minefield. A manual search requires spending hours sifting through high volumes of online content to find the small percentage of information that is relevant. In the process, you risk viewing protected class information, such as gender, race or religion — potentially leading to discrimination claims. Failing to comply with FCRA, EEOC, and/or OFCCP requirements can result in fines and suspension of government contracts. These issues can damage your company’s reputation and your employment brand.

Social Media Screening

Small Details Reveal A Lot

Social media screening can reveal both positive and negative things about a candidate by providing information about their personality, interests, hobbies and more. It may help confirm your opinion that a candidate has the work ethic, self-image and communication style you’re looking for. On the other hand, it can uncover a lack of discretion in language or images, drug or alcohol abuse, gun use or other undesirable behaviors.

PeopleG2’s proven social media screening methods and due diligence processes search all forms of publicly available user-generated content such as social networking site posts, Tweets, blog entries, photos, videos and comments. We also search and analyze all other relevant information about individuals (or their associations) on the web. Before presenting you with a discovery profile, we redact all sensitive or protected class information that should not be part of employment-related decisions.

Social Media Screening

Compliance Uncomplicated

While your company will bear ultimate responsibility for compliance, we’re here to advise you. All background checks must comply with the Fair Credit Reporting Act (FCRA), Equal Employment Opportunity Commission (EEOC) guidelines, as well as local, state and federal fair hiring (ban the box) laws.

Some key considerations:

If a social media screen compels you to deny employment, follow the steps outlined by the FCRA. Some local laws also outline specific steps for adverse action.