Each week Social Intelligence completes hundreds of social media reports for companies who are screening their potential hires or current employees. We specifically look for anything that a candidate has posted that might make them a workplace safety threat. After scanning the internet and verifying that we've located the right person, we review their content for any material that is potentially violent, unlawful, sexually explicit, or demonstrates racism or intolerance. Roughly 10% of the reports we complete come back with negative material on them.
In the past, we looked at six instances where social media posts have led to employee termination. However, those examples were not based on reports that our company conducted. The following content consists of real posts that some of our subjects have made over the past few months. Names and usernames have been redacted to protect the identity of those involved.
*Warning: The following content is of a graphic nature and suitable for mature eyes only.*
Potentially Unlawful Activity
1.
2. "Who got bud?! I'm tryna wake and bake."
3."Just parallel parked my aunts car like a champ while intoxicated!!!! Soooo goooood!!!"
5."In high school my parents would always let me go to all the parties but I would have a vigorous amount of chores I needed to do the next day. Teaches you REALLY quick how much you can drink and still function the next day."
Potentially ViolentBehavior
1. "Now we can all legally beat the sh** out of Justin Bieber. :)"
2.
3."F****** barbarians. Would someone please put me on a flight with a baseball bat and flamethrower."
4."Your ignorance don't pay my bills. #haveaseat #kickthesh**outofyourmouth #idontmindhittingfirst."
1. "I laughed my a** off when that walking vagin* appeared at a Trump rally."
2.
3."Nasty a** Staten Island food. Fake a** Jamaicans."
4."U have a beautiful, faithful girlfriend...Why throw that away for some HOE?"
5.
Sexually Explicit Material
1. "Life's a b**** but sometimes she can suck a mean d***."
2. "Call me old school but I still watch the pamela anderson s*x tape from time to time."
3.
4. "Eat her p****, get her thick, push her to do better & support her dreams #2017."
5.
Worried that your current employees or applicants are posting this type of content and might fail a social media background check?Contact us today to learn more about how our reportscan protect your company from a host of workplace safety issues, as well as discrimination suits.
Social media background checks can reveal if candidates were dishonest during their application or have any potentially damaging information posted online.
The red flags that may come up during a social media background check, and that companies should take seriously, are: Unlawful activity (drugs, underage drinking, etc.)Racist or sexist comments. Violent or aggressive behavior (including trolling or stalking)
We know the answer to “Do employers look at social media?” is “Yes” in most cases, and now it's time to explain the main reasons why. Employers conduct social media checks not just to find potential red flags but also to ensure that a candidate's personal brand aligns with the company's values.
Employers Cannot Discriminate When Firing an Employee for Social Media Posts. Social media posts cannot be used to terminate an employee or refuse to hire an employee when the adverse employment action is based on an employee's membership in a protected class.
Unlike a traditional employment background check that focuses on driving records, drug testing, or criminal records, a social media check delves into a candidate's online activities. This can expose potentially harmful behaviors such as demonstrations of racism, violent tendencies, or sexually explicit content.
This software enables your third-party administrator to delve deep into the digital footprint of candidates through different social media platforms. This software is only able to search for publicly available information. If an account is private, the software isn't going to look for it.
The check identifies a candidate's online presence to look for negative behaviours such as bullying, racism, nudity and excessive bad language. It also identifies potential privacy issues, such as leaking information, and content that could potentially damage your organisation's reputation.
You might be able to remove your information from people search sites by going to each site and submitting a removal or deletion request. Or, you could look for tools and services that can monitor sites for your information and submit the requests on your behalf.
Googling your name is another important step when running a background check on yourself. This will show you what information is publicly available about you online. Your online presence may also include profiles, mentions and comments on popular social media sites.
OnlyFans itself doesn't show up on a standard background check. These checks typically cover criminal records, employment history, and sometimes credit reports. However, it's good to keep in mind that the internet has a long memory.
Social media background checks can analyze posts, comments and replies to highlight sensitive information. You may be able to also get a feel for whether an applicant understands the importance of not sharing confidential company information on social platforms depending on what details they disclose.
Private investigators may not have access to calls or text messages. However, they can still gather sensitive records, which can significantly impact the direction of an investigation.
As a candidate, you should know your rights and how far back employers can search on your social media. Technically, how far back employers can go is indefinite and depends on how long social media platforms keep your information. For example, on Facebook, employers could filter as far back as possible if they wanted.
When applying for security clearance, background checks are routine. This includes examining your online presence, including your social media profiles. Employers seek trustworthy and reliable individuals. Your social media activity can provide insights into your character, behavior and potential risks.
Social media screenings are generally restricted to public posts. Many states have password protection laws that prohibit a prospective employer from demanding applicants share their social media passwords or requiring applicants to friend or mutually follow a recruiter, manager or organization.
Potential employers cannot see your search history, but that doesn't mean no one can. If you use a public WiFi network, the administrator is able to see your browsing information. Also, your internet provider can at least in theory access data such as your location, the pages you visit, and the content you download.
Introduction: My name is Edwin Metz, I am a fair, energetic, helpful, brave, outstanding, nice, helpful person who loves writing and wants to share my knowledge and understanding with you.
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