Regardless of how big or small your business may be, recruitment is one of the few important processes you need to carry out from time to time. With a well conducted hiring process, you can easily recruit top talents and qualified candidates to your company. One of the many things you certainly need to put in mind when conducting your hiring process is social media background check.
●What exactly are background checks and how important are they to your company’s recruitment process?
●Understanding the pros and cons of social media background checks?
●What are the most effective tips for conducting background checks on candidates’ social media profiles?
●What are the red flags to look for when conducting background checks on social media accounts?
As you read on, you’ll discover everything you need to know about the aforementioned questions, including why using Social Profiler matters today.
Here’s all you should know about social media background checks
Social media background check is a technical process of reviewing a person’s or brand’s social media presence for different purposes. This check can either be performed manually or with a reliable social media assessment tool, such as Social Profiler.
As an employee, the use of a suitable tool erases the need for you to manually conduct checks on your candidate’s social media profiles. Social Profiler ensures you get detailed information (publicly available data) regarding the target candidate. With this information, you can safely decide whether or not the candidates are a good fit for the job position you’re looking to fill in your organization.
Social media background checks can focus on different elements. Some employers are only interested in quickly scanning through the candidate’s public profiles across different social media platforms. However, others are mostly interested in conducting in-depth scans of the candidate’s mentions, posts, comment sections and elements that can provide more insights into the candidate’s online behavior, values, and interests. You should choose a suitable social media assessment tool based on exactly what you need to know about the target candidate(s).
Why should employers conduct social media background checks today?
There are tons of reasons why employers prefer to conduct social media background checks on their candidates today. Majorly, job recruiters do this to better understand the candidates beyond their resumes. With a well conducted background check, you (as an employer) can easily identify how professional a candidate is. This type of assessment also helps to identify the cultural fit, interests, values of a candidate, including the potential risks associated with hiring them.
Candidates often list their qualifications in their resumes when applying for a job. With a reliable social media assessment tool, such as Social Profiler, you can easily conduct a background check to verify these qualifications.
What red flags should you look for when conducting background checks?
As an employer, there are tons of red flags to focus on when conducting social media background checks with a suitable tool.
1.First, you need to check for inappropriate or offensive content. Taking this move will help you assess a candidate’s professionalism and how their online behavior can negatively impact your brand’s reputation.
2.Another red flag worth checking for when conducting background checks on your candidates is discriminatory language. You certainly don’t want to hire a candidate that has discriminatory characters. As such, you can take advantage of social media background checks to identify a candidate’s discriminatory language. Spotting this type of language simply means the candidate may be biased and unsuitable for your job position.
3.Is there any evidence of substance abuse on the candidate’s social media profiles? If yes, then this is a red flag to understand that the candidate may not be ideal for your job position.
4.Negative comments regarding previous employers is another red flag to check for when assessing the candidates social media presence. Negatively commenting about previous employers simply shows that the candidate is unprofessional and lacks discretion. It could also mean the candidate lacks all it takes to handle various challenges in your work environment.
5.Poor communications and inconsistency with information available in resumes are a few other red flags that suggest a candidate may not be suitable for your job position.
Effective tips for conducting social media background checks today
For you to get the most out of your social media background checks, you need to follow these best practices:
●First, you need to start by establishing clear guidelines regarding why you’re conducting background checks on your candidates. These guidelines must be consistent and fair for all candidates during the social media assessment process.
●You should always keep legal compliance in mind before and during the background checks. Legally, you should only focus on assessing the publicly available information of the candidate. Also, you need to be transparent with the candidates and clearly state your intention to use social media in the hiring process. Lastly, you need explicit consent of the candidate before you go ahead to conduct social media background checks.
●You need to identify the different social media platforms you’ll be running the background checks on. Doing this will help you choose a suitable social media assessment tool that offers detailed analytics specific to the platforms. Since you’re mostly interested in understanding how professional the candidates are, we suggest you focus more on LinkedIn.
●Identify inconsistency in resumes by comparing the candidate’s CV with their online profiles.
●Time consideration also matters when running a background check on a specific candidate’s social profile. As such, the general rule of thumb is to concentrate more on recent information on the candidate’s social media profiles.
●Choose a suitable tool to carry out the background checks effectively. You need to factor in different things when selecting the right tool. First, the tool must comply with data protection laws. In addition, you should also do your due diligence and be sure the tool offers up-to-date and accurate reports regarding the candidate’s online presence.
The right tool must be user-friendly, and designed with suitable security measures. The tool should also offer support for different social media platforms.
Are you looking for a suitable assessment tool to carry out social media background checks on your candidates? If yes, we suggest that you try Social Profiler today.