Social Media Background Check 101: Everything You Need to Know

Michelle Wilson - December 3, 2023

According to Stanford magazine, online communication, such as what typically occurs on social media, tends to be a more transparent view of a person’s being. For this reason, analysts are now taking note of a growing trend in social media background checks to help people understand who they are engaging with.

A social media background check starts with a thorough review of a person’s online presence, in which discriminatory comments and missing information become red flags for the person searching. Consider some of the screening steps and the legal considerations that come into play.

What Is A Social Media Background Check?

Social media background checks involve a thorough review of a person’s online presence to assess their alignment with a given position. Online data states that 43% of employers used information they found on the web to help them decide not to hire a particular candidate, with jobs being just one of many uses for this type of review.

As a result, individuals are adopting varied approaches, from a cursory examination of public profiles on prominent social media platforms to more extensive scans encompassing blogs, comment sections, and other digital traces of a person’s activities. The information extracted from social media not only serves to validate the details provided in a candidate’s application but also offers valuable insights into their conduct and demeanor, shedding light on aspects that may not be apparent through traditional channels.

Benefits Of A Social Media Background Check

Perhaps one of the most common situations when someone would analyze a person’s social media presence is gaining a deeper understanding of each candidate’s character. The content individuals post on their social media accounts can offer insights into their values, goals, and personality, aiding the hiring team in making a well-informed decision. This process goes beyond traditional assessments, providing a nuanced view that contributes to a more comprehensive evaluation of potential hires.

One significant benefit of social media background checks is the ability to vet culture fit. Many candidates share details about their values and personal goals on their profiles, showing how they might contribute to the company’s culture. By delving into their online presence, companies can ensure that candidates will align with the company’s mission even outside of working hours. Additionally, these checks serve as a preventive measure, helping identify warning signs of erratic or concerning behaviors that might pose liability issues or create tension among existing staff. This proactive approach can unveil potential dishonesty during the application process or reveal any damaging information that candidates may have posted online.

Challenges Of A Social Media Background Check

One challenge arises from the prevalence of duplicates and false information online. With numerous individuals sharing the same name, distinguishing the correct account linked to the job candidate becomes daunting. Moreover, the anonymity afforded by the online space allows people to assume alternate identities, leading to the misattribution of posts to a specific applicant. This ambiguity can result in people making inaccurate judgments based on unreliable information.

Another consequence involves the risk of discrimination, akin to concerns raised with criminal background checks. Social media background checks must adhere to federal regulations to prevent unjust practices. However, the possibility of encountering protected information during these checks exists, which, if improperly considered, could lead to discriminatory hiring decisions. Striking a balance between obtaining relevant insights and respecting privacy rights is crucial to navigating the cons of social media background checks.

What a Social Media Background Check Can Uncover

Although there are many reasons why a social media background check might be necessary, consider some of the outcomes that someone would hope to achieve. According to online data from a CareerBuilder survey, around 57% of employers are less likely to interview a candidate they can’t find online.

Personal Values

Since social media provides a one-of-a-kind window into individuals, these platforms can often offer insights beyond the facade of one-on-one interviews. While people may present their best selves during interviews, platforms like Twitter (now X) offer a candid space where opinions and values are freely shared. Exploring a person’s social media presence can unveil crucial insights into their affiliations and core values, potentially influencing hiring decisions. While politics should not be a basis for discrimination, extreme views found online may impact the organization’s reputation, making social media a valuable tool for uncovering such information.

Potential Privacy Concerns

Some individuals embrace a culture of oversharing on social media, blurring the lines between personal and professional life. This openness may pose challenges for businesses if applicants divulge sensitive details about their work life or express controversial opinions.

Unveiling Affiliations

Beyond individual posts, a person’s network on social media can be telling. Again, associations with controversial organizations or groups disseminating harmful information can negatively impact the hiring organization. This underscores the importance of examining the broader online connections of candidates to ensure a more comprehensive understanding of their affiliations.

Criminal Findings

The relaxed nature of social media often extends to posting incriminating content, including images and videos depicting illegal activities. This casual approach to online sharing can particularly interest prospective employers seeking to ensure a law-abiding and responsible workforce.

Steps to Conduct a Social Background Check

In the case that a social background check is something on the horizon, here are some of the steps you can expect.

Securing Candidate Consent

Adhering to FCRA guidelines, employers, as one of the top people who conduct social media background checks, must obtain written consent from applicants before initiating any background screening, including social media checks. Without explicit consent, legal risks escalate, particularly concerning claims of discriminatory practices based on social media information. Individuals conducting background checks should use a standardized consent form, streamlining the process and allowing a person to share their profile usernames. Doing so ensures compliance and reduces the risk of misidentifying candidates and scrutinizing the wrong social media accounts.

Harnessing the Power of Search Engines

Leveraging search engines effectively during background screening will often uncover multiple social media accounts. Therefore, businesses can conduct diverse searches using the candidate’s full name, location, and specific platforms. While some profiles may require sign-up for access, a thorough search can unveil valuable information. However, respecting privacy is crucial if the candidate’s accounts are private unless the searcher has explicit permission for profile viewing.

A Comprehensive Report

After concluding the screening process, findings become part of an all-encompassing report. This document should include details about the candidate and noteworthy findings from their social media profiles. Additionally, it should delineate the visited profiles and the information extracted from each. This compiled report is a crucial reference for internal discussions among recruiters, facilitating the assessment of findings and the potential need to address issues with the person later.

Red Flags That Companies Look For

Although not every company will run a free public data check the same way, they will often look for a few of the same things.

Unkind comments

One thing companies will look for are any unkind comments, especially those that have any indications of discriminatory, racist, or sexist comments. Such expressions can provide insights into candidates’ values and behavior, raising concerns about their ability to hold a certain responsibility or foster an inclusive and respectful work environment.

Inappropriate Content

Firms will often also look for explicit content on social media profiles since inappropriate or offensive posts, images, or language can reflect poorly on a person’s professionalism and may indicate a lack of discretion, potentially affecting their suitability for certain roles.

Possible Illegal Activity

Social media may also reveal behaviors that may raise legal concerns, impacting candidates’ eligibility for certain positions or their ability to maintain a residence in the case of a rental agreement.

Violent Language or Behavior

Firms will also pay attention to violent language or the portrayal of aggressive behavior in social media posts since such red flags may raise concerns about a person’s interpersonal skills and ability to collaborate harmoniously within a team. It’s essential to assess whether such behavior aligns with the organization’s values and expectations.

What In A Background Check Doesn’t Influence Decisions?

When conducting social media reviews, it’s imperative to recognize information protected by local laws. Certain details discovered during a social media search could lead to legal challenges, as applicants might claim discriminatory hiring practices based on their protected class information. One such law explicitly prohibits the use of the following information as grounds for denying employment: age, citizenship status, pregnancy or children, disability, sexual orientation, gender, religion, and race.

Legal Compliance and Privacy Issues

Social media background checks operate within a legal framework that varies across jurisdictions. Therefore, in the case of employers, tenants or other legally binding decisions, understanding how to align the screening process with anti-discrimination laws becomes a major consideration to ensure fair and unbiased hiring practices.

Balancing Rights and Individual Privacy

Maintaining a delicate equilibrium between someone’s rights to information and another person’s privacy is crucial for ethical and legal social media background checks. Emphasizing the importance of transparency in informing a person about the possibility of social media screening during an application process. Establish guidelines for the ethical and appropriate use of information obtained through social media channels in hiring decisions. Ensuring robust data security measures to protect the privacy of both candidates and the information gathered during the screening process.

International Considerations

In the globalized landscape of businesses and recruitment, companies must also consider international laws and regulations when undertaking social media background checks. This section delves into the distinctive challenges and considerations associated with this international dimension:

Firstly, the navigation of diverse data protection laws, exemplified by the General Data Protection Regulation in Europe and equivalent regulations globally. Complying with these legal frameworks is imperative to ensure social media screenings’ lawful and ethical conduct. Secondly, firms must grapple with cross-border challenges when candidates maintain an international online presence. This involves unraveling the complexities of accessing and interpreting information across different jurisdictions, requiring a nuanced understanding of legal boundaries and privacy considerations.

How To Enhance Your Online Presence

Since our online presence is a significant part of our identity, actively managing and enhancing our online reputation has become crucial, especially for those anticipating background checks. Here are some steps you might want to consider ahead of the review.

Conduct a Self-Audit

First, consider protecting your online presence by conducting an audit of your existing online presence. Google yourself and review your profiles on various social media platforms to identify any content or posts that might be perceived negatively.

Update Privacy Settings

Next, you will want to review and, if necessary, make adjustments to the privacy settings on your social media accounts. Limiting access to personal information ensures that only the intended audience sees certain details, giving you better control over your online narrative.

Curate Your Content

Both by reviewing things you have posted already and by being cognizant of what you plan to post, try to curate the content you share on social media to reflect the version of you you display in job interviews. Showcase your professional achievements, hobbies, and interests. Highlighting positive aspects of your life contributes to a favorable online reputation.

Professionalize Your Profiles

In addition to the content, you will also want to ensure your social media profile photos and bios reflect a professional image. Use a clear and appropriate profile picture, and update your bio with relevant information about your career, skills, and accomplishments.

Engage Positively

To guarantee you are giving off a good impression, make an earnest effort to engage in positive interactions on social media platforms. Participate in industry-related discussions, share valuable content, and showcase your expertise. If you happen to have some posts, mentions or otherwise from your past that may present a less-than-favorable image, combatting that with some good, wholesome interaction may also work in your favor.

Monitor Tags and Mentions

Keep track of how others tag and mention you on social media. Unwanted tags or mentions can impact your online reputation. Set up notifications to stay informed and take action if necessary.

Address and Remove Negative Content

If you encounter any negative content associated with your name, address it promptly. Reach out to the source if possible or explore options to have the content removed or updated.

Create a Personal Website

Although optional, to give yourself an edge on the competition, you may also consider creating a personal website to showcase your professional portfolio, accomplishments, and a brief biography. A personal website provides you with more control over the information available about you online.

Stay Informed about Platform Updates

Social media platforms regularly update their features and policies. Therefore, it will be on you to stay informed about these changes to adapt your online strategy accordingly. This ensures you use the latest tools to manage your online reputation.

Frequently Asked Questions

Is There A Specific Timeframe For Information Considered In A Social Media Background Check?

The timeframe for information considered in a social media background check is typically not standardized and can vary based on the person’s discretion or the specific requirements of the screening process. Some may focus on recent activity, while others might consider a more extended history, depending on the nature of the position and policies.

How Do Companies Handle Cultural Differences In Online Behavior During The Screening Process?

Companies often approach cultural differences in online behavior during the screening process by adopting a nuanced and context-aware perspective. They recognize that online behavior can vary based on cultural norms and context, and they strive to evaluate candidates with cultural sensitivity, avoiding misinterpretations and unfair judgments.

Conducting A Check The Right Way

To ensure a party is conducting a background check properly, individuals should look to the services of a reputable third-party reporting agency that strictly adheres to the FCRA requirements. Ensuring the agency complies with these rigorous standards will guarantee a thorough and lawful assessment of background information as you learn what is out there about you.