A social media background screening is when employers check a person’s online presence to get an idea of their character and behavior. It’s a way to see if they’re a good fit for the role. Recruiters do this to assess risks, check if a candidate matches the company culture, and confirm they’re professional.

Can employers legally look at your social media?

Yes, but there are rules. Employers can look at public social media profiles, like LinkedIn, Twitter, or Instagram. However:

  • They can’t access private accounts without permission.
  • Employers must follow anti-discrimination laws and avoid making decisions based on protected traits (e.g., race, gender, religion).
  • Some states ban employers from asking for social media passwords.
  • If using third-party services, companies have to follow Fair Credit Reporting Act (FCRA) guidelines.

Why do employers use social media background checks?

There are several reasons employers do social media screenings:

  • Assess professionalism: To see if the candidate’s online presence matches the company’s values.
  • Verify qualifications: To spot any discrepancies in the person’s background.
  • Look for red flags: To find inappropriate behavior, hate speech, or anything that seems unprofessional.
  • Check cultural fit: To see if the candidate’s personality matches the company vibe.
  • Protect reputation: To make sure a new hire won’t harm the company’s image.

What’s the difference between internal and pre-employment social media background screening?

Both screenings look at social media activity, but they happen at different times:

  • Pre-employment screening: Done during the hiring process to assess candidates before offering a job.
  • Internal screening: Done on current employees to ensure they follow company policies and maintain a good image.

Pre-employment screenings focus on hiring decisions, while internal screenings keep workplace standards and protect the company’s reputation.

Best practices for conducting a social media background screening

To keep things fair and legal, employers should follow these tips:

  • Define clear policies: Set guidelines on what’s being reviewed and why.
  • Be consistent: Apply screenings the same way to all candidates to avoid bias.
  • Avoid personal biases: Stick to job-related info and avoid judging based on protected characteristics.
  • Document findings: Keep records of the screening process to ensure transparency.
  • Use third-party services: Consider hiring experts who specialize in social media checks to ensure legal compliance.

Red flags to look for in a social media background check

Not all posts are a problem, but some behaviors are concerning:

  • Hate speech: Discriminatory or offensive language.
  • Illegal activities: References to drugs, criminal behavior, or fraud.
  • Unprofessional behavior: Posts that could harm the company’s reputation.
  • Confidentiality breaches: Sharing sensitive info about a previous employer.
  • Harassment or bullying: Engaging in toxic online behavior.

A well-done social media background check can help employers make smarter decisions while staying fair and following the law.

Keep reading