Social Media Screening
Clear Insights. Confident Hiring. Fewer Surprises.
Social media screening helps employers identify job-relevant risk by reviewing publicly available online content in a responsible, consistently, and in compliance with hiring regulations.
Contact UsSee What Matters. Ignore What Doesn’t.
Resumes tell one story. Public online behaviour can tell another.
Our social media screening solution helps employers identify potential safety, compliance,and reputational risks, without invading privacy or introducing bias.
What Social Media Screening Is
(and Isn’t)?
Social media screening reviews publicly available online content to identify potential workplace risk.
- Public data only
- Consistent, documented review process
What it is not:
- Not private account access
- Not personal data mining
- Not subjective opinion
Did You Know...
- Consumers are holding companies more accountable than ever before for the online behavior of employees.
- 70% of employers use social media to screen candidates.
- Of the companies that are conducting social media checks, 95% of them are done internally.
- In a 2011 FTC Opinion Letter, social media can be applied in employment decisions, reports ARE consumer reports, and the FCRA applies.
FLAGGED CATEGORIES
Racism/Intolerance
Potentially Violent Behavior
Sexually Explicit Conduct
Potentially Illegal Behavior
Why Employers Add Social Media Screening
Reduce Workplace Risk
Identify public indicators of violence, harassment, or illegal activity before they potential become workplace issues.
Protect Your Brand
Public behavior reflects on your organization, whether you see it or not.
Support Fair Hiring
We surface risk indicators, not personal opinions or protected characteristics.
Stay Compliant
Built to align with FCRA requirements and EEOC guidance.
- Public data only
- Consistent, documented review process
Social Media Screening Benefits & Easily Avoided Risks
Traditional background checks verify the past. Social media screening adds context to the present. Together, they provide more complete view to mitigate workplace risk.
Book a consultation with our screening experts.Built for Compliance.
Designed for Trust.
Our social media screening services support:
- FCRA-aligned workflows
- Candidate transparency and consent
- Clear audit documentation
Because screening should protect your organization, and the people you screen.
Who Benefits from Social Media Screening?
Our social media screening services support:
- Employers with safety-sensitive roles
- Staffing and recruiting firms
- Healthcare, education, & business and financial services organizations
- Any business focused on trust, and where culture matters
Frequently Asked Questions
Am I breaking the law by doing my social media screenings in-house?
You could be! From hiring managers to HR directors to CEOs, you are putting your company at risk if you are “Googling” your candidates in-house by potentially violating privacy laws and viewing protected class information. Best practice is to have a third party conduct social media screenings.
How do you know you are looking at the correct person online?
Trained analysts use matching criteria to identify your candidate correctly. Whether the information and the subject are a “match” is determined by combinations of provided information. For example, an email address is considered a primary identification source. First and last name must be combined with other provided information for a positive match such as date of birth, education information or employment history.
Do I need to get consent to run a social media screening?
YES. This is mandatory per the Fair Credit Reporting Act. A template can be provided or your legal counsel may add language to your existing consent forms.
Can I review more of my candidates’ profiles than just the red flagged content that was found?
A best practice is to never review your candidates’ social media profiles internally. Analysts review content for examples of potential workplace safety, hostility, harassment, or bullying issues. To avoid a lawsuit, you need objective, consistent, and documented procedures to demonstrate information found online is a valid predictor of job performance and used fairly.
Still have questions? We’re here to help! Book a consultation with our screening experts.