Social media background check

In the early 21st century, with the rapid expansion of social media platforms such as Facebook, Twitter, and LinkedIn, employers began to use these channels to gather additional information about prospective employees.[3] Initially, social media background checks were an informal aspect of recruitment, but they have gradually gained formal recognition as a crucial element in candidate screening. These checks can offer a deeper insight into a candidate's personality, interests, and personal networks, helping recruiters to make informed decisions.[4]

The practice of social media background checks has seen a significant surge in the last decade.[5] This rise can be attributed to the exponential increase in social media users and the growing awareness among organizations regarding the importance of hiring individuals who align with their values and culture.[6] Various platforms provide services explicitly designed to conduct social media background checks efficiently, simplifying the process for businesses. The wholesale interest in such platforms is indicated by a rise in successful capital raises for technology companies such as in the case of Ferretly and Certn.[7][8] The incorporation of artificial intelligence into conducting AI-powered social media background checks also illustrates its continued popularity and that businesses are looking to ramp up and even automate their use.[9]

Real-world instances of individuals being held accountable for inappropriate or offensive content shared on social media have propelled this trend further.[10] Prominent examples include the 2018 case involving James Gunn, who was initially fired from directing the film Guardians of the Galaxy Vol. 3 due to past offensive tweets, and the 2017 incident where a Harvard University student lost his admission due to racist remarks made online.[11][12]

Social media background checks are not without controversy, raising significant ethical considerations that have evolved in recent years.

Privacy advocates argue that such practices infringe on an individual's right to privacy, potentially leading to discrimination and biased hiring decisions.[13] There is also a debate about the authenticity of information available on social media, as users often present an idealized version of themselves, which may not accurately reflect their true character.

Moreover, the accuracy of social media background checks has been called into question, with critics pointing out that these checks may not always yield reliable or comprehensive results.[14] Critics also warn about potential misuse of information obtained from social media, including cyberbullying and harassment.

In reality, however, a 2023 survey showed that around 90% of employers already use social media in some fashion in their hiring process and more than half of those say they have rejected a candidate due to content they found on social media. This "do-it-yourself" approach is unregulated, and critics argue that it limits the ability for candidates to dispute the results, which is the sole reason for the FCRA.[15]

In a hiring environment where the practice is already performed often on an individual basis, the introduction of systematic, regulated screening practices that meet federal compliance standards can present a better, fairer alternative for both employers and candidates.[16]

From a business perspective, social media background checks can be a valuable tool in protecting an organization's reputation and maintaining a safe and respectful workplace environment. A well-conducted social media background check can identify potential red flags, helping to prevent instances of workplace harassment or other negative behaviors.[17]

However, businesses also face potential legal repercussions if social media background checks are conducted improperly, such as non-compliance with the Fair Credit Reporting Act (FCRA) in the United States.[18][19] Furthermore, relying excessively on information obtained from social media can result in missed opportunities to hire qualified candidates who may have been misrepresented through their online personas.

Given these considerations, with many screening software companies now surfacing, it is important for businesses to select an approach that is fully compliant with federal and state guidelines for background checks and privacy.[20]

• Online vetting
• Social media use in hiring