A social media background check is the process of examining someone’s social media accounts and content to acquire insight into his or her character and moral behavior. This could include a person’s online posts, conversations or photos.
Social media background checks can be used to decide whether someone is a suitable candidate for employment, a volunteer position or any other type of vetting process. It also can provide insight into an individual’s personal and professional networks, posts related to political and religious views, use of technology, evidence of drug or alcohol use, photographs that reveal inappropriate behavior, plus any posts that may suggest criminal activity, inability to handle confidential information or a lack of professionalism.
Social media background checks also can help employers or organizations gain an understanding of applicants’ communication skills and ability to interact with others through social media. The extent of social media background checks can vary depending on the types of channels examined, the access level of the individual performing the check and the length of time underlying posts/timelines are examined.
- Do background checks cover social media?
- How far do social media checks go?
- Do background checks show Internet history?
- What social media sites do employers check?
- Can employers find deleted social media posts?
- Can employers see your Snapchat?
- What should job candidates avoid posting on their social media accounts check all that apply?
- How far back does background online go?
- What percent of employers check social media?
- Can you be denied a job because of social media?
- How many companies use social media screening?
- Do employers look at your Instagram?
- What percentage of recruiters search candidates social media online before offering interviews?
Background checks typically don’t cover a person’s social media. Most employers are prohibited from accessing personal and protected information about candidates, including their social media activity, and so these aspects are not typically covered in standard background checks.
However, some employers may choose to include certain types of social media research in background checks, such as public posts or images that could provide insight into a person’s character. This type of research could be seen as a form of background screening, but it’s not a part of most traditional background checks.
To stay compliant with privacy laws, employers must get written consent from a candidate before they can access any of their social media accounts.
Social media checks can go quite far, depending on the employer or situation. Generally, employers may look at the candidate’s profile, posts, and contact list. They may consider general information like education, work experience, or social activities, or what a candidate has posted about themselves or their opinions.
They might also look at photos, comments, and interactions. Depending on the nature of the job, they may even look at political or religious beliefs. Finally, depending on the role they may even verify reviews, endorsements, and credentials.
Generally, social media checks try to provide employers with an insight into the candidate’s character, trustworthiness, and even aptitude for the position.
Do background checks show Internet history?
No, background checks typically do not show Internet history. Since the internet is a relatively new form of information, most background checks are limited to traditional sources of information like credit reports, criminal history, and employment history.
That being said, some employers may choose to include screening services that monitor a candidate’s Internet presence, such as social media or blog posts. Typically, when an employer uses a service like this, the candidate will be made aware of it ahead of time.
Additionally, employers are usually limited to publicly available information and are not allowed to dig deeper into personal accounts or private files.
Employers may check a range of social media sites when screening potential employees – depending on the individual’s profile, information may be found on sites such as Twitter, Facebook, Instagram, LinkedIn, and other networks.
LinkedIn is probably the most commonly checked by recruiters and employers, because it is more professional and tailored towards career-oriented people. This can include information about prior job postings, education, awards and certifications, recommendations from past colleagues or employers, and current work experience.
Employers also use social media sites such as Facebook, Twitter and Instagram to check for any red flags that could potentially be a problem during the hiring process. Employers may look for photos and posts that demonstrate rude or inappropriate behavior, discriminatory views, and other posts that could be seen as unprofessional.
Additionally, employers may look for inconsistencies between what is on the applicant’s resume and what is stated on social media, as well as any signs of dishonesty. While employers may not always look, it’s always a good idea to double check what’s posted.
In some cases, employers may be able to access deleted social media posts depending on what platform the post was made on and how long ago the post was deleted. Generally speaking, social media sites will store certain data from posts for some time even after the post is deleted.
For example, Facebook can keep posts for up to 90 days even after a user has deleted them. Additionally, Facebook can keep information such as comments and reactions to posts even after they’re deleted.
Depending on the platform, it is also possible for employers to access posts that a user has deleted if they have screenshots, caches, or archives of the post. It is important to bear in mind that posts that have been shared by others may be kept and indefinitely stored on another person’s account even after they have been removed from your own account.
In most cases, employers should not be able to access posts that have been deleted a long time ago since they are likely no longer available on the platform. However, employers should be aware that certain posts may still be accessible in some manner and should act accordingly.
Can employers see your Snapchat?
No, employers cannot see your Snapchat, unless you grant them direct access to it. If it is a matter of a background check, employers would not have access to your Snapchat account in that way. Generally, employers can only access public or easily obtainable information that can be found on your profile or from a direct application.
They generally cannot access accounts such as Snapchat, Instagram, or any other private accounts that require a username and password to access.
If you are being asked for your Snapchat username and password, you may wish to consider carefully before sharing that information with an employer. While it isn’t likely illegal for an employer to access someone’s Snapchat, it can be seen as a breach of trust and could lead to consequences.
In addition, you should be aware of your own privacy settings, and any location settings that may make it easier for someone to access your account.
Job candidates should avoid posting anything on their social media accounts that could be considered offensive, provocative, or inflammatory as this may hurt their chances of getting hired. They should also avoid posting material that could be interpreted as unprofessional, such as illegally downloading music or content, making inappropriate jokes, posting comments about illegal activities, or any other content that could be damaging to their reputation or career prospects.
It’s also important to remember that employers may be doing research on potential employees by looking at their social media accounts, including posts from the past. For this reason, job candidates should be aware of the type of content they post online and should exercise caution when sharing positive posts about themselves.
Additionally, job candidates should avoid posting about controversial topics, especially those that may not be controversial in their own life, but may be to their potential employers.
How far back does background online go?
Background online can vary depending on what you’re looking for. It can range from a few months (for an internet search history) to decades (for a criminal record). Online public records, such as birth records, marriage records and court records, can go back much further – often a hundred years or more.
When you don’t have access to a specific online source, a background check can be done through a number of third-party organizations. These companies will search all available sources, including social media, criminal databases, credit reports and more to provide a comprehensive background report.
This type of search can go back many years, depending on the scope of the search and the scope of information obtained from each source.
While some employers may not check social media profiles, others may place great priority on researching applicants using sites such as LinkedIn, Facebook, and Twitter. According to a 2018 CareerBuilder survey, 70% of employers use social media to screen potential candidates during the hiring process.
A more recent survey by WebTrafficGeeks. org in January 2020 found that almost 93% of employers use social media to screen job applicants.
In addition, the survey found that 77% of employers check LinkedIn, 38% use Twitter and Facebook, and 8% even use Instagram, Snapchat, and other social media platforms. Employers generally use social media to gain an insight into a candidate’s personality, skills, interests and other relevant information that may not come across during the recruitment process.
It is important for candidates to ensure that all information on their social media accounts is as professional and positive as possible, as it could be scrutinized by employers.
Yes, it is possible that you could be denied a job because of your social media activity. Employers may search for your profile in social media and judge your character, behavior, and online presence before offering you a job.
They may want to confirm the information you provided on your resume, or be looking for any relevant information about your qualifications, interests, and experience. If any of this information does not meet their expectations, they might deny you the job opportunity.
Additionally, employers may also take into consideration posts that could be perceived as offensive or inappropriate, derogatory language, or posts that may make them question your commitment to the job or work ethic.
Some other factors that employers might consider when evaluating potential employees’ social media activity include whether they are engaging in too many social interactions, if they’re sharing personal information in a public setting, and if they’re posting information that indicates a lack of respect for co-workers, supervisors, or the public.
It is difficult to determine exactly how many companies use social media screening, as many organizations keep this information private. However, studies have shown that an increasing number of organizations have begun to use social media as a tool for vetting potential candidates.
In fact, according to a 2020 CareerBuilder survey, 77% of employers are now using social media to screen potential candidates, up from 60% in 2016. A separate 2017 survey conducted by Harris Poll determined that 39% of employers reference social networking sites when conducting background screening of prospective employees.
However, it is important to note that many employers will not actually examine the content of candidates’ profiles, but will instead place an emphasis on the candidate’s professional image. As more organizations adopt social media screening, it is expected that the number of companies using this process will continue to grow.
Do employers look at your Instagram?
Yes, employers do look at your Instagram. In today’s job market, an employer’s potential hire is more than a resume. They consider your social media presence, what you post, and how you interact with others.
Many employers now go to a job candidate’s Instagram profile to gain more insight into them as a person – what they’re interested in, their values, and whether they present a professional image that aligns with the company’s values.
Your social media presence can be a factor in whether you get the job or not. It’s wise to make sure that your IG profile presents you in the best way possible and is consistent with what you presented in the interview.
The exact percentage of recruiters searching candidates social media online before offering interviews is difficult to measure, as methods of recruiting are constantly changing. However, according to a 2019 survey from CareerBuilder, 70% of employers in the United States are using social media to research job candidates.
That number has likely only increased in the years since that survey was taken.
Social media has become a powerful tool for recruiters in screening candidates. Recruiters generally conduct social media screenings to get a better sense of the candidate’s personality and interests and to gain insights into their experience and interactions with past employers/co-workers.
Recruiters also use social media to help them narrow down potential candidates, look for signals of red flags, and to identify candidates that could be a better fit for the firm. Additionally, it allows recruiters to personalize their messaging to the candidate, which can increase the likelihood of the candidate responding.
Though social media has become an integral part of the recruitment process, caution should be taken that it is not the only factor in making the decision to offer an interview. Candidates should be judged more on the merits of their background, experience, and accomplishments, rather than what’s seen on their social media pages.