Every few weeks, we see a new headline with a new high-profile employee being questioned over something inappropriate they have shared online. As screening experts, we see more industries implementing social media checks as part of their onboarding processes, from teaching staff to the DVLA and emergency services departments like the Maritime and Coast Guard Agency. So, what is it, and do you need to consider it as part of your screening process?
Social media screening reviews a potential or existing employee’s social media and online presence to ensure they are appropriate for a position. This can range from checking their LinkedIn or other professional platforms to ensure CVs marry up, to the groups they are members of or pages they follow, to a deeper analysis of blogs and comments sections to see how they conduct themselves and any adverse media to see if there are any perceived risks for the business. Social media screening can help ensure a candidate is a good cultural fit for the business whilst also protecting your organisation’s reputation.
As part of a more thorough screening process, social media screening can help to flag up if your candidates are part of or engage in any online activity related to illegal, violent, or terrorist topics or if they have previously shared any confidential information within their networks.
In fact, the Keeping Children Safe in Education 2022 guidance encourages schools and colleges that online checks take place to safeguard children further and reduce risk.
Much like working with children, social media screening can raise any red flags around illegal activities, offensive comments or violent or sexually explicit nature. These concerns may not be picked up in a more traditional screening process, but they are crucial to protecting the more vulnerable in our communities.
This could be sporting professionals, council leaders, CEO’s or Directors of large companies or charities, where inappropriate social media comments from their past could be damaging. For example, the case of East Lothian council candidate Ruardih Bennett.
Ok, bear with us. But when you decide to employ a candidate, you want to know that you’re onboarding someone who doesn’t engage in offensive comments or violent and aggressive behaviour. But also, social media screening can highlight the positives in a person and cement the decision that an individual is the right fit for the business.
With Social Media Screening, it’s important to note that they don’t replace any other background checks, such as DBS checks, but complement these, providing a fuller picture of a future candidate. We also encourage discussing any findings with an employee to understand any red flags in more detail and if these should or could be an issue.
To discuss social media screening with one of our screening experts and see if it’s right for your organisation, get in touch, and a team member will be in touch.
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