社交媒体背景调查的益处和风险
在现有劳动力中，社交媒体的使用率持续增长；使用这些面向公众的媒介对潜在和现有员工进行调查的诱惑也越来越大。虽然公开发布的信息并不总是受到隐私法的保护，但潜在或当前雇主使用这些数据和信息的方式和原因，与其他审查和调查犯罪背景、教育验证等的背景调查一样，受到歧视和公平雇用法律和政策的保护。
毫无疑问，审查社交媒体内容以及其他面向公众的评论和互动可以帮助人力资源和管理层就潜在的聘用做出更明智的决定。
以下是社交媒体背景调查的一些好处：
- Ensuring the candidate matches the company’s culture and values. Social media is a medium that most users feel comfortable sharing their values, goals, and personality with others. A review of these public comments and statements can ensure that the recruit will not conflict with your organization’s mission, whether on the clock or not.
- Awareness of potential conflicts. If an employee or recruit shows erratic or upsetting behaviors on social media, this could be warning sign that their hire would bring the same kind of issues to your team.
- Covering Your Assets. Employees or candidates that show responsibility and ethics in their social media feed are more likely to carry those same attitudes and experiences into the workforce.
为什么要担心？由于社交媒体背景调查需要调查应聘者的个人生活，因此会带来一些道德和隐私方面的问题。如果使用不当，这些调查可能会造成错误信息或对招聘过程产生负面影响。
以下是社交媒体背景调查的几个风险：
- Not the right candidate. Duplicate or similar names and fake profiles can lead to difficulty in knowing if an account actually belongs to the candidate or employee being checked.
- Beware of protected status discovery. If information is discovered during a social media background check that is protected by federal, state, or local anti-discrimination regulations or laws that affect your hiring decision, this could lead to issues with compliance.
- Timeliness Issues. Due to the large number of social media sites, attempting to dig into an employee’s or potential hire’s social media accounts can take a long time, and with the issues of duplicity and privacy concerns, verifying that the information you do find can take even longer. A decision on which positions and WHY a social media background check is needed is something an organization’s management and human resources team should coordinate on.
潜在红旗
在审查社交媒体内容时，要注意潜在的危险信号，包括
- Racist, Sexist, Discriminatory, or other forms of harassment
- Explicit or Sexualized Content
- Illegal Activity
- Promotion of violence or extreme language.
牢记平等就业机会委员会的保护措施
在社交媒体审查期间，您还应注意某些内容可能包含受平等就业机会委员会保护的信息。确保以下信息不被用于拒绝聘用，从而尽量避免法律挑战：
- Age
- Citizenship
- Pregnancy or Children
- Sexual Orientation
- Disiblities
- Gender
- Religion
- Race
合规最佳做法
确保最大限度减少潜在法律挑战的另一种方法是确保遵守联邦、州和地方法律法规。以下是一些补充策略：
- Hire a 3rd Party reporting company that has a reputation for complying with FRCA requirements.
- Create specific policies for social media monitoring and be upfront about the process throughout the hiring process.
- Get written consent from any potential hire allowing for a review of their social media content.
- Only public content should be reviewed; no passwords or access to the candidate’s profile should be requested.
- Findings should be documented if content is found that becomes a factor to the hiring or rescreening of an employee.
有问题？请致电 AIS (800) 295 7109 了解有关我们的员工背景审查流程的更多信息，或访问我们的网站： https://aisbackgroundchecks.com/background-checking-services/employment-screening-services/