Does Facebook Background Check Interns

When it comes to recruiting potential employees, social media has become a popular resource for finding candidates that will fit the required job skills and get a top-performing employee. But is using information from social media profiles a legal and reliable part of the recruiting procedure?

As reported in the 2013 Hiring Trends and Practice Survey, roughly 8% of Hr specialists are using social media to pre-interview a candidate. Another eight% are also using social media for the post-offer and mail-interview of a potential candidate.

According to the survey, employers are using social media for both exempt and non-exempt employees, at betwixt 13%-11% when it comes to recruiting, respectfully.

Some of the information being evaluated past companies using social media every bit a background check are:

76% for places of previous employment
71% for chore title or position held
67% for chore descriptions and responsibilities
67% for dates of previous employment
33% for Opinions nearly personality, work culture fit, management/work style or motivation
29% for opinions about task functioning
v% for both Re-hire eligibility status and salary and wage

Using a third party administrator to conducting a background cheque is all-time practise. This fashion, all of the relevant information needed to make a hiring conclusion will be given.

According to anarticle from ERC partner Corporate Screening, "At that place are nevertheless many grayness areas near using social media in hiring. Some enquiry indicates that task seekers hold a negative view of employers who check Facebook when hiring, and could potentially put off top chore prospects. This is something employers may want to keep in heed equally they review their pre-employment screening plan."

Besides, it's important to note that all data used to deny credit or a task to a candidate must be disclosed and given to the applicant. The applicant will and so have an opportunity to dispute the information, all nether the Off-white Credit Reporting Act. This merely applies when using a third party.

Notwithstanding, if you are conducting a background check on your own, here are some of the potential benefits and risks HR professionals run in to when using social media to bank check on potential employees.

Potential Benefits

Discover inappropriate behaviors that wouldn't fit with company morals, including:

Drug apply
Booze corruption
Violence

Cross cheque if the candidates skills given on a resume or awarding friction match what is posted online
Run across a candidate's written communicates skills in action
Check if the candidate has/had a history of bad-mouthing their previous employer
Verify a candidate'south community interest

Potential Risks

Finding information that cannot be used in the interviewing and hiring process, such as:

Religious affiliations
Race
Disability status
Age
Sexual orientation
Gender

The to a higher place list is protected from bigotry under Championship VII, ADA, ADEA, and other local laws. A candidate cannot be disqualified from a job based on this information alone.

Also, information shared on social media is not always truthful and certainly is not verified information. Depending on privacy settings, others can post content on the candidates page that was non verified notwithstanding past the potential candidate.

As a rule of thumb, always be sure to consult with your arrangement's employment law attorney before proceeding.