A person's digital footprint provides a wealth of information regarding their character—info you can use to hire better employees, not risky ones.
But if you conduct social media background checks internally, you're setting up your organization for potential costly legal problems.
You can't "unsee" whatever you discover on someone's social accounts. These "insights" could very well include protected information that biases hiring decisions and violates EEOC, FCRA, and state privacy laws.
Not only that, but how can you be expected to look through hundreds of social media platforms (over 230 globally) and years' worth of tweets, status updates, pictures, pins, and so forth—for each and every candidate you want to hire?
Bottom line: you can't.
But WE can.
We've created a social media screening tool that's effective, fast, and compliant with EEOC, FCRA, and state privacy laws.
Our solution offers two options: pre-employment social media screening and ongoing social media monitoring.
Choose one or both—the choice is yours!
Good Egg’s social media screening service scours the web for a job applicant’s behaviors that will put your company at risk.
It identifies and flags the following:
Most importantly, our social media screens are conducted in a compliant manner and redact protected class information, such as race, color, age, sex, religion, disability, and so forth. You get the insights you need to make better hiring decisions, while protecting the job candidate's right to privacy. And everything is delivered quickly and cost-effectively.
That's a win-win for everyone.
What happens once you make a hire? If you did a social media screening as part of the pre-employment check, that's great. But your current employees are still active on social media, right?
Monitoring their ongoing activity will alert you of any issues that come up over time (like potentially illegal activity, sexually explicit material, demonstrations of racism/intolerance, and so forth). This will help you and your organization be proactive rather than reactive. And again, our ongoing monitoring is done in a compliant matter.
The number of employers using social media to research job candidates.
The number of employers who chose not to hire a candidate because of what they found on social media sites.
The number of employers who continue to monitor employees' social media activity.
It’s the gig economy where your employees have multiple jobs. Know when your employee has committed a crime so that you can take corrective action and prevent it from happening to your organization.
Drug users are 300% less productive. That's the bad news. The good news? Random drug testing has proven to deter drug use. By regularly monitoring drug use, you can build a culture of productivity.