What Are Employers Looking for When They View Your Social Media Profile?

Your social media presence can significantly impact your job prospects. Employers are increasingly turning to social media background checks to gain deeper insights into potential hires. According to Staffing Industry Analysts, 70% of employers use social networking sites to research job candidates. By doing so, employers aim to build a more complete picture of a candidate, one that includes not just professional qualifications, but also personal values and behaviors.

The Varied Landscape of Social Media Screening

It's important to note that every company may focus on different behaviors when reviewing social media reports. What constitutes a red flag for one job might not matter for another. For instance:

• A conservative law firm might be concerned about posts showing excessive partying, while a trendy marketing agency could view this as a sign of an outgoing personality.
• A school might be wary of profanity in social media posts, whereas a construction company might not consider this a significant issue.
• A government agency might be more sensitive to political posts, while a private sector job might not weigh these as heavily.

Ferretly's Approach to Social Media Screening

At Ferretly, we understand the nuanced nature of social media screening and the importance of conducting social media screenings for employees and job applicants. Our AI-powered system analyzes posts and images across 13 distinct behavioral attributes and keywords. We analyze data from various social media channels to enhance the pre-employment screening process and make more informed hiring decisions. Here’s what we look for:

1. Disparaging: Name-calling or derogatory statements about physical characteristics.
2. Drug/Alcohol Mention: Statements related to drug use, including slang and street names.
3. Drug Image: Images of drug paraphernalia, including smoking and drinking.
4. Gory Image: Images of violence, bloodshed, or graphic content.
5. Nudity Image: Explicit or non-explicit nudity and adult content.
6. Politics/Government: Statements related to political affairs or government issues.
7. Prejudice: Derogatory or threatening statements towards specific groups.
8. Profanity: Use of obscene language or crude words.
9. Rude Gestures/Symbols: Visual depictions of offensive gestures or extremist symbols.
10. Self-Harm: Indications of self-harm or suicidal behavior.
11. Suggestive: Expressions of sexual misconduct or harassment.
12. Threats: Statements indicating intent to harm others.
13. Weapons Image: Images of firearms, explosives, or other weapons.

Additionally, Ferretly allows for custom keyword searches, enabling employers to flag posts based on specific terms relevant to their industry or company values.

The Positive Side of Social Media Screening

While much attention is given to potential red flags, social media screening can also uncover valuable positive attributes that hiring managers appreciate. A candidate's posts can provide insights into their cultural fit, indicating how well they might align with company values and culture. Additionally, the way individuals express themselves online can showcase their communication skills and ability to articulate ideas clearly. Professional engagement, such as participation in industry discussions or sharing relevant content, can demonstrate a candidate's passion and knowledge in their field.

Frequently Asked Questions About Social Media Background Checks in Employment

1. Why do employers look at my social media profiles?

Employers review social media profiles to gain a more comprehensive understanding of potential hires. They aim to assess your character, values, and potential fit within their organization beyond what’s presented in resumes and interviews. Conducting a social media background check allows employers to gain insights into a candidate's personal life, which can reveal more about their character and behavior. Additionally, this process helps ensure that the candidate aligns with the company culture and the company's workplace culture. The hiring manager plays a crucial role in this screening process by reviewing focused reports on job-related social media activity. This practice impacts job applicants and job candidates by providing a fuller picture of their suitability for the role.

2. Can employers legally check my social media profiles?

Yes, employers can legally view publicly available information on your social media profiles. However, they must comply with anti-discrimination laws and privacy regulations. Employers typically review candidates' social media accounts to assess their professionalism and character. Social media monitoring policies must be established to ensure transparency, legal compliance, and fairness, including obtaining consent from applicants. Employers gather information from various social media platforms like LinkedIn, Facebook, and Instagram to make informed hiring decisions.

3. How far back do employers typically look on social media?

According to the Fair Credit Reporting Act (FCRA), Ferretly limits its social media screening to seven years for employment purposes. The scope of the review includes evaluating a candidate's social media presence to understand their character and cultural fit. Employers review various social media sites to gather relevant information while maintaining a structured screening policy to avoid discrimination and ensure consistency.