Social media platforms often blur the lines between personal and professional lives, raising important questions about the role of social media in employment decisions.
One frequently asked question is...
Can employers make hiring or firing decisions based off my social media posts?
The simple answer is yes, but it's not without its nuances and legal boundaries.
Furthermore, according to LawInfo,
"Most employment in the United States is at-will. At-will employment means that an employer can fire employees for any lawful reason. That includes what you post on your personal social media account."
So yes, an employer can decide not to hire you based on your social media content, but there are considerations and limitations to this practice. Employers often review social media profiles to gauge a candidate's professionalism, character, and fit within the company culture.
How to Order a Social Media Background Check Now
First off, easily order a Social Media Background check in seconds by selecting the purpose of the check and then simply checking out at our Social Media Search Checkout Page.
When ordering, make sure to select the appropriate "Purpose" of the background check:
For Employment
For Contractors
Tenant Screen or Housing
Personal / Screen yourself
Depending on what you select, you or your applicant will receive the appropriate authorization forms.
Do Employers Order Social Media Background Checks?
Yes, social media background checks and adverse media screening are on a rise.
Employers often review social media to assess a candidate’s professionalism and cultural fit, yet they must tread carefully to avoid discrimination and privacy violations.
Below are some examples and legal considerations involved in the social media background screening process.
Examples of Potentially Disqualifying Social Media Screening Content:
Inappropriate or Offensive Content
Posts that contain racist, sexist, antisemitism or other discriminatory remarks, excessively vulgar language, or offensive material can lead employers to question your professionalism and suitability for the workplace.
Illegal Activities
Sharing or boasting about engaging in illegal activities, like drug use, stealing, violent videos, can raise serious concerns about your judgment and reliability.
Confidentiality Breaches
Posting sensitive or proprietary information from current or previous employers can indicate a lack of discretion and integrity.
Disparaging Remarks
Public criticisms or negative comments about your current or previous employers, colleagues, or clients can suggest a potential for workplace conflict or disloyalty.
Social Media Background Check Legal Considerations and FCRA Rules
Discrimination Laws
Employers must ensure that their hiring decisions based on social media do not discriminate against candidates based on age, race, gender, religion, sexual orientation, or other protected characteristics. Actions influenced by these factors can violate Equal Employment Opportunity (EEO) laws.
Consent and Notification
Under the Fair Credit Reporting Act (FCRA), if an employer uses a third party to conduct a social media background check, they must obtain the candidate's written consent and provide pre-adverse action notifications if the information discovered will be used to make a negative employment decision. This includes providing the candidate with a copy of the report and an opportunity to dispute its accuracy.
Privacy Considerations
Employers should be cautious not to infringe on privacy rights or access information through deceptive means (e.g., using fake profiles or asking for passwords).
While employers can use social media content as part of their decision-making process, it's crucial they do so in a fair, non-discriminatory manner and comply with all relevant laws, including the FCRA when applicable. Employers are encouraged to focus on information directly relevant to the job and candidate's professional qualifications, and always consider the context and source of the social media content before making employment decisions.
How Global Background Screening Can Help You
Global Background Screening offers a unique solution for navigating the complexities of social media in the hiring process.
Our Social Media Background Check allows individuals to proactively manage their digital footprint by:
Scanning for Sensitive Social Media Content: Identifying posts that could be viewed negatively by employers, such as bullying, explicit content, or violence.
Custom Social Media Keyword Searches: Enabling searches for specific terms that might be problematic, with direct links to flagged content.
Generating Insightful Reports: Providing a sentiment score, a Word Cloud of frequently used words, and a detailed report on all flagged content.
Translating Languages: Offering content translation from up to 30 languages into English for comprehensive understanding.
This service not only empowers individuals to clean up their online presence but also supports employers in making informed hiring decisions based on relevant, compliant data.
Social Media Platforms Scanned in a Background Check
Our comprehensive social media screening encompasses a wide range of platforms to ensure a thorough review of an individual's digital presence. This includes likes, shares, posts and tagged profiles.
Below is a list of the primary social media sites GBS scans for:
Facebook Post, Likes, Shares
A deep dive into public posts, comments, and interactions to understand the individual's social behavior and public opinions.
LinkedIn Post, Likes, Shares
An analysis of professional interactions, endorsements, and activity that may reflect on the individual's career and professional demeanor.
Twitter (X) Posts, Likes, Shares
A review of tweets, retweets, and likes to gauge the individual's public statements, opinions, and engagements.
Instagram Posts, Likes, Shares
Examination of public photos, videos, and comments for insights into personal conduct and lifestyle choices.
TikTok Posts and Shares
Scanning of public videos and engagements for behavior that could reflect poorly on the individual or company.
This extensive coverage ensures that employers receive a comprehensive view of a candidate's online persona, which includes images and videos, allowing for informed hiring decisions based on a wide spectrum of social behavior.
Our aim is to provide a balanced picture that respects privacy while safeguarding the employer's interests.
Conclusion
While social media can indeed influence hiring and employment decisions, it's essential for both employers and candidates to approach this aspect with care, respect, and adherence to legal standards.
With tools like those provided by Global Background Screening, managing and understanding the impact of your online presence becomes easier, allowing for a more transparent and fair hiring process.
Discover What Your Social Media Says About You:
Ready to take control of your online presence? Use our Self-Screen Social Media Screen today to uncover and manage what employers might see. Start your self-screen now.
Ensure Your Next Hire Aligns With Your Company Values:
Want to make informed hiring decisions with comprehensive social media screenings? Learn more about how our platform can streamline your process. Get started with an Employer Background Check
The information provided here is for guidance and is not legal advice. Laws and regulations change frequently, so always consult with a legal professional for specific advice.
