The rise of social media since the mid-00s has been remarkable. From the emergence of early social media platforms two decades ago to the expanding variety of channels available today, these have become almost fundamental to many people. But when we consider the extent to which they have become a part our day-to-day lives, and how willing many individuals are to expose all aspects of their lives, it seems remiss for recruiters not to incorporate these channels into consideration of part of their hiring background checks and use them to make fully balanced and effective decisions.
Low uptake
According to studies, only between 50% and 60% of employers actively review candidates’ social media posts or channels during the recruitment process, and even fewer include it within formal background screening program. This is surprising as a social media check may offer a window into how someone communicates and how they may demonstrate themselves outside of working environments. And for certain employment roles, that glimpse can be invaluable to mitigate certain risks.
However, it’s not an entirely straightforward process to adopt social media screening, and recruitment agencies and employers must tread carefully, balancing the need for gaining insight with legal and ethical considerations, as well as the candidate’s right to privacy. As we all know, under the Equality Act 2010, recruiters must avoid decisions which are influenced by protected characteristics, but an informal social media screening done in-house can inadvertently result in exposing hiring professionals to exactly the type of restricted information they need to avoid. And, if a candidate can demonstrate that their online presence or activity played a role in the decision, there could be legal risk exposure. Using a social media screening service provider that filters and provides only the information needed and permissible for employers is of great benefit. Furthermore, it reduces the time-consuming task of reviewing page after page of social media information and delivers only the information of concern for the employer based on pre-set criterial
Finding neutral ground
In addition, while social media screening may offer some detail or colour to an application, most content shared by candidates across various platforms may be curated and often performative or potentially misleading. A recruiter might misinterpret sarcasm, satire, or cultural references, for example, or form impressions based on factors unrelated and irrelevant to job performance or potentially assume the individual would not be a positive cultural fit with their client based on the content they share.
These challenges are real, but despite them, social media screening is growing, and more employers are seeking recruitment agency partners that can adopt it as part of their overall screening and vetting process. After all, does it not make sense to spot red flags earlier than deal with more serious issues at a later time? But for recruitment agencies, this means developing a structured, compliant approach, not relying on gut instinct or casual browsing.
Candidate experience
Candidate experience matters too. While some job seekers may be wary of social media screening, others value them, but what makes the real difference is how the screening process is handled. Recruitment agencies that communicate openly about their screening and vetting activity, explain the rationale behind it, and treat candidates with respect are more likely to build trust, even when potentially difficult conversations arise.
Reputational damage
From the employer’s perspective, and as all recruitment agencies should recognise, bringing in the wrong candidate can cause an array of issues, potentially leading to financial or reputational damage, negative changes to internal cultures or more. But employers can recover from the impact of their mistakes eventually and move on. However, for recruitment agencies where the speciality is people, that are entrusted with providing the right specialist, the pressure is perhaps even more acute. They are supposed to be the experts in employment and talent and therefore may consider the need to be vetting candidates as fully as possible to address their compliance requirements and support their clients’ compliance goals. Ultimately, conducting full social media screening in the modern era, when so much activity takes place online, is both a necessity to mitigate risks and a competitive advantage.
As digital footprints become more central to day-to-day life, recruitment agencies should consider adapting their screening program. That means moving beyond informal searches or scans of Instagram profiles and embracing more structured and effective approaches. The risks of inaction are clear, but they are outweighed by the benefits of getting it right.
This content is offered for informational purposes only. First Advantage is not a law firm, and this content does not, and is not intended to, constitute legal advice nor does it create and attorney-client relationship.
Rolf Bezemer, Executive Vice President and General Manager International at First Advantage.
This article was originally published at staffingstream.com
