No matter how cautious you are on social media, something can always slip through the cracks with all of the tagging options on various platforms. And maybe after you’re hired at a job you become a little less strict with your online presence despite the possibility of ongoing background screening throughout your employment. So, what shows up on a social media screening check and what should you do to avoid problems during the hiring process?
Red Flags On Social Media
If there’s a photo of you sipping a glass of wine, you probably don’t have to worry about it affecting your job prospects. Social media background checks don’t usually consider consuming alcohol relevant to your potential employer whether you’re sipping a glass of wine or chugging a beer.
While you don’t have to worry about telling the world you drink alcohol, these are the most common red flags companies search for:
- Unlawful activity such as using illegal drugs or drinking underage
- Discriminatory behavior such as racist or sexist comments
- Acts of violence or aggression
- Sexually explicit activity (this includes nudity)
- Negative comments about co-workers and employers
Job seekers should also remember that consumer reporting agencies can uncover damaging content from profiles even if the content was deleted. So even if swearing, bad grammar, and alcohol consumption won’t show up on a report, job seekers would do well to follow these tips and keep damaging content out of their profiles.
Why Don’t Employers Conduct Their Own Social Media Searches?
Social media screening checks don’t just go through all of the information on your Twitter and Facebook accounts. Risk mitigation companies are able to go beyond a Google search to find background information from the deep web such as school databases, archives, blogs, and unlinked content.
Before searching for candidates on social media or conducting a Google Search, employers should understand all of the legislation surrounding background screening checks and social media screening. This is a ton of information because it differs from state to state. Maine, for example, prohibits employers from requesting usernames and passwords to access personal accounts. This is why it’s better to rely on a risk mitigation company such as JDP who guarantees compliance and will help employers avoid lawsuits.
JDP ensures compliance with local, state and federal laws. We also hand check all red flags that arise during a candidate’s background check. If you have any questions about our social media screening services, feel free to contact us!