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Social Intel

Social Media Screening for Intelligent Hiring

Bianca Lager

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The 7 Most Asked Questions About Social Media Screening and Consumer Privacy

February 6, 2018 by Bianca Lager

Consumer Privacy is essential for background screening

Social media background screening can sound scary. Often times, when asked what we do for a living, those of us who work at Social Intelligence hear a sheepish “Ohhhh wow! Don’t look at my accounts!” We chuckle and try to give the quick explanation of what we do because we get it, on the surface it sounds like a George Orwell novel. Rest assured, these are things we think about and have responded to over the better part of a decade. In fact, we use this blog to deliver info that is both informative and eye opening. We’ve been pretty successful at educating employers about what they need to know regarding the legality of social media as a background tool. From a consumer perspective, however, we strongly feel you should know your privacy rights when it comes to background screening, especially within the intersection of it with your online life.

Below is a compilation of the most frequently asked questions about consumer privacy to our team by employers and employees alike.

How do you know you are looking at the right person online?

The Social Media Hiring Report™ procedure is curated with the guidance of renowned employment law experts. Our trained analysts use matching criteria that is provided during the employment application process to identify a candidate correctly online. Whether the information and the candidate are a “match” is determined by combinations of provided information. For example, an email address is considered a positive match. First and last name must be combined with other provided information for a positive match such as employment history, education information, or an image.You can email us to find out more about our matching process.

Can a company review more of a candidate’s profile than just the negative content Social Intelligence finds?

A best practice for employers is to never review your candidates’ social media profiles internally. Our analysts review for adverse content only that covers the most dangerous workplace safety concerns. This is beneficial because our review and social media report respect candidate privacy and eliminates the potential risk of a boss or co-worker viewing a candidate’s personal life before hire. Employers reviewing social media content could lead to accusations of discrimination or violations of freedoms.

Do I need to get consent to run a social media screening?

Yes. This is mandatory per the Fair Credit Reporting Act. Make sure to read your consent forms thoroughly and request a sample report if you would like to see what is being reported to your employer.

Is Social Intelligence a consumer-reporting agency?

Yes, we are the only Social Media consumer reporting agency who’s process and product has been reviewed by the Federal Trade Commission. Contact us to view a copy of our Letter of Review from the Federal Trade Commission’s Division of Privacy and Identity Protection.

Is my employer breaking the law by doing social media screenings in-house?

They could be! From hiring managers to HR directors or CEOs, a company could be at risk if they are “Googling” candidates in-house. Best practice is to have a third party conduct social media screenings and tracking social media activity on your behalf.

What social media/online data is considered protected class information?

Possibilities are endless but include anything (and I do mean anything) related to race, religion, national origin, disabilities, pregnancy, family status, gender presentation, sexual orientation, age, military status and much more.

Do you hack people’s accounts or “friend” them?

Never. Social Intelligence only reviews publicly available information. Hacking, asking for a password or friending someone that is a candidate before hire could be a violation of certain state laws.

What if I have a different question?

Check out our FAQ page here for more or contact us with any questions you might have.

Filed Under: Blog

The Social Intelligence Mission: Our 2018 Vision

January 30, 2018 by Bianca Lager

It takes vision to keep a business goingThe Social Intelligence Mission

When Social Intelligence began, it began like many other new businesses striving to innovate and deliver a valuable solution to a real-world problems. In 2010, we set out to accomplish something that had not yet been attempted – protect online privacy by delivering an efficient, ethical and compliant solution for employers to consider social media data when assessing an applicant’s appropriateness for a company. For Social Intelligence, the journey to get social media background screening right has been a learning experience during which we have been lucky enough to enjoy the trust of many highly respected companies.

After 8 years and hundreds of thousands of social media background screening reports, I am thrilled to now share our newly minted Mission, Vision, Values and Goals for 2018.

Our Mission

Social Intelligence protects the workplace from harassment, prejudice, and violence by those who have a history of publicly discriminating against federally protected classes on social media. By assessing employment risk through FCRA-compliant screening processes, we mitigate potential threats to businesses without violating a candidate’s personal freedoms.

For many employers, hiring is one of the most difficult tasks. It requires a combination of trust, measurement, thought and gut instinct. What we know for sure is that employers are helped in this process by information that is compiled for them and directly connects them with a better understanding of who their candidate is and how they represent themselves online.

Our Vision

Social Intelligence strives to become a nationally recognized and trusted social media screening brand with a sterling reputation for protecting both employers and employees from violence and discrimination.

As our society further embraces online life, employers no longer have the luxury to ignore what happens on the internet. While this could otherwise create an imbalance of power where businesses feel they can exert their needs onto the personal lives of their workers,  Social Intelligence strives to earn the trust of both employees and employers as the best solution to balance the need for company insight and personal autonomy.

Our Core Values

Customers Are Central – When customers feel empowered they accomplish their goals. We keep our customers’ peace of mind at the center of everything we do so they can make smart decisions that keep the workplace safe.

Appreciate Often – Employees that feel valued are proud of they work they do. We push the boundaries of what can be accomplished, and we always give credit where credit is due.

Default to Transparency – Honesty and mutual respect for customers and employees are paramount. We always deliver and always follow through, no exceptions.

Take Intelligent Risks – We’re half human, half machine— the people behind our research allow us to decipher wholly human patterns, while our technology makes us efficient. This combination drives us forward quickly and thoughtfully.

Act Like an Owner – We take responsibility for our products and services on every level and our open-door policy embraces leadership wherever it’s found. Trust is earned in years and broken in seconds. We are meticulous in our dedication to always deliver as promised. We strive to live by these words both externally and internally.

Our Focus in 2018

Awareness –  We believe in the value we deliver to the world and will focus in 2018 on amplifying the awareness of that value.

Efficiency – We measure our success through data driven analysis, with dedication to delivery in the most efficient ways

Social Intelligence has proven its value to some of the most successful companies in the world. As we escalate our effort to educate the world on how social media background screening works best, we perfect ways to accomplish all of the above with urgency and accuracy. We hope you’ll continue to follow, share and join us this year!

Filed Under: Blog

5 Social Media Trends Recruiters Should Look Out For in 2018

December 18, 2017 by Bianca Lager

What will be 2018's biggest social recruiting trends?

What do you think will be most important for recruiters in 2018? Take this 10-question survey from TalentHero and let the HR community know what is most important to you now and in the future. The results will be shared in a detailed report in 2018, and in exchange for your opinion you’ll be entered for a chance to win some amazing prizes (like free Social Media Hiring Reports from yours truly).


5 Social Media Trends Recruiters Should Look Out For in 2018

For HR & Recruiting, there are a lot of trends on social media to watch out for in 2018. No, we’re not talking about disturbing trends in online behavior, but rather some of the latest ways to engage with talent online and make the recruiting and pre-hire processes way more effective.

 

1. Authenticity is Everything

Social Media is saturated with marketing content everywhere you look. As a result, social media users and job candidates alike respond better to authentic, unedited video content and images than perfectly tailored media that comes across as “too market-y.”

We aren’t the only ones recognizing this pattern… Video content is about to get a lot more competitive as new platform providers make it ever easier to publish viral-worthy videos.

So how can you capitalize on this trend? Instead of posting a bland job description to Linkedin and other recruiting sites, why not add a simple, honest video about the role? Briefly explain the role you’re hiring for and describe a few things you love about the company or department. Maybe you have great snacks, or your office allows pets! No one can say no to puppies.

 

2. The Gen-Z’s Are Here (and They’re Ready to Work)

Generation Z (also called iGen) is the generation born right after millennials, and believe it or not they’re old enough to start their careers. Just as you’ve finished wrapping your head around millennial recruitment strategies, Gen-Z is here to shake things up.

According to Social Media Today, Gen-Zs have a more practical approach to their future. While millennials seek growth and fulfillment in their careers, their younger counterparts have seen them undergo considerable financial duress in the pursuit of those dreams. As a result, this highly digitized generation understands their current economic situation and has the technological skills necessary to jump head-first into advanced software and mechanical concepts.

 

3. Trying to Reach Young Talent on Snapchat? Save Your Money

It may seem trendy to reach young talent on perhaps the most Millennial of all social media channels, and while an estimated 70 million (mostly young) people across the country check into their Snapchat every day, placing an ad in Snapchat Stories probably isn’t the best place to spend your social recruiting dollars.

In 2017, Instagram made leaps and bounds by offering Instagram Stories, a direct competitor to Snap Inc.’s biggest moneymaker. Their hard work paid off– according to mobile video platform dubdub, Instagram Stories received 35% more ad views than their counterpart. Since Instagram users also tend to be older and more established than Snapchat users, you’ve found yourself a data-backed strategy to capturing more attention from more qualified candidates in 2018.

 

4. Yeah, Social Media Background Screening is a Thing Now

Even though social media background screening has been around for a while, the general public is finally coming to terms with the fact that, yes, most employers look at social media accounts before making a hiring decision (about 70%, according to CareerBuilder). While to some it may seem like a step beyond their personal privacy boundaries, the greater consensus indicates that checking out a candidate’s social media accounts is actually a much safer, more accurate alternative to other background screening methods.

Done the right way (usually by a third-party like Social Intelligence), screening for online behavior complies with all FCRA hiring guidelines and eliminates the risk of discrimination complaints that can arise from criminal background checks. If you’re looking for a safer way to decrease negligent hiring risk, protect your reputation, and save a ridiculous amount of money in discrimination claims, make 2018 the year you implement social media screening into your pre-hiring process.

 

5. Passive Recruiting Could Help You Automate

It may be the result of a decade of tumultuous economics or easier access to new career information, but it’s now estimated that 70-75% of the country’s workforce would be open to new career options if they came up, even if they are already employed. They’re called “passive candidates” and they present a unique opportunity for recruiters.

Draw in passive candidates with educational content through social media over time and you create relationships with a large pool talent even if they’re employed elsewhere. When it comes time to actively engage them for recruiting, your brand has already established a positive rapport with passive candidates, giving you a leg-up in convincing them to leave their current role.

Without a social media strategy in place in 2018, you could be missing out on a huge pool of talent.

—

As you head into the New Year, don’t forget to incorporate a few of these strategies into your business plan. If you don’t have time to test all of them, that’s okay too! Only focus on what you know you can accomplish, and you’ll be well on your way to a better, more efficient recruiting strategy in 2018.

 

 

Filed Under: Blog Tagged With: 2018, Recruiting, social media, Trends

Should Retail Employers Perform Background Checks on Seasonal Workers?

November 21, 2017 by Bianca Lager


The last few months of every year mark the retail industry’s most profitable season. According to the National Retail Federation, the holiday season can account for up to 30% of annual sales. In order to accommodate the booming demand (and this year is shaping up to be a real doozy), most retail stores require a small army of extra helpers to keep things moving smoothly.

While seasonal work agreements are mutually beneficial, employers are more likely to cut corners in the hiring process, often skipping background checks to save a few bucks. Seasonal workers won’t be around for long, so why spend time and money making sure everything checks out…right?

In short, wrong. But let’s explore some of the biggest reasons skipping the background process isn’t a great idea.

 

Employees are more likely to steal from you than your customers

In fact, they’re 5.4 times more likely to steal according to a survey by Jack Hayes International.

It’s a no-brainer, but those who have a history of theft are more likely than others to strike again. Seasonal workers can be particularly callous because they don’t have a long-term relationship to maintain with their employer. While this certainly isn’t true of everyone looking for temporary work, without a background check you might miss the warning signs, and that could cost you the hard-earned profits made during the holiday season.

 

Your reputation could suffer

In the retail industry, it only takes one bad experience to lose a customer forever. If you haven’t properly screened your seasonal hires, you may have missed a tendency to complain openly about customers on social media, or even a pattern of aggression in the workplace. This can have pretty devastating results on your company’s reputation, and you could lose repeat business as a result.

 

You could be putting your customers and employees at risk

Businesses that do not carefully screen temporary job applicants are putting everyone involved at risk. Criminal background checks should be standard, and a simple social media screening can easily search through a candidate’s publicly posted information for patterns of violence, sexual harassment, or racially intolerant behavior.

Employers that ignore these avenues for thorough vetting could be held liable for negligent hiring if a dishonest employee causes physical or emotional harm to another person while on the job.

 

Screening Best Practices for Seasonal Retail Employees

The best advice for screening your holiday help is simple: follow the same procedures you do with your full-time employees. By cutting corners you put yourself, your employees, and your business at risk when you hire someone—no matter how temporary—without assessing all of the available information that’s out there.

One of the fastest and most cost effective ways to screen a potential employee is a social media hiring report, which can provide a detailed list of potentially illegal or harmful behavior your candidates are posting across their public social media accounts.

Have any questions about social media background screening? Social Intelligence is the pioneer of FCRA compliant social media screening and the creator of the Social Media Hiring Report™. You can contact us here or give us a call at 888-748-3281.

 

 

Filed Under: Blog Tagged With: Retail, Seasonal Employees, social media background checks

Social Intelligence employee spotlight: 7 questions with Caitlin

November 9, 2017 by Bianca Lager

We hope you’ve enjoyed getting to know our team better over the past few months through our employee spotlight series. This week, we’ll hear from our client services coordinator, Caitlin, who also happens to write most of these blog posts.

7 Questions with Caitlin

What is your role at Social Intelligence?

I’m the Client Services Coordinator.

Where would you like to travel to?

I have been bitten by the travel bug, so I would like to visit all 50 states eventually (35 to go!). I’d also like to get to Australia, France, and the UK to see all of the tennis grand slams, and check out Asia and South America. In other words, I’m interested in going just about anywhere.

If you could learn to do anything, what would it be?

I’d like to learn how to play the violin.

What is your favorite indoor/outdoor activity?

Indoor: reading, watching baseball, writing, yoga. Outdoor: going to the beach, hiking, playing tennis.

What is your favorite aspect of your job?

Doing my best to keep all of our clients happy and satisfied with our product, and helping with any questions or concerns that come up.

What did you want your adult profession to be when you were a kid?

Teacher and lawyer were both up there.

Fill in the blank: If you really knew me, you’d know _____.

that I could happily eat Mexican food everyday.

 

Contributing author: Ben Offringa

Filed Under: Blog Tagged With: employee questionnaire, Social Intelligence

Twitter exposes white nationalists who attended “Unite the Right” rally

August 17, 2017 by Bianca Lager

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Over the weekend, white nationalists and other far-right group members including neo-Nazis and the alt-right, gathered at a rally in Charlottesville, Virginia. The “Unite the Right” rally was assembled as a means of protesting the removal of Confederate memorials, such as the Robert E. Lee statue found in Emancipation Park.

The rally took a deadly turn on Saturday after a man described as a “Nazi sympathizer” drove his car into a group of counterprotestors. At least 19 people were injured, and one woman was killed after being struck by the vehicle.

It didn’t take long before footage from the rally flooded social media. A Twitter account called “Yes, You’re Racist” asked followers to submit the names and profiles of any rally attendees that they recognized for identification purposes. Several rally attendees have been identified, and at least one such individual has subsequently lost his job.

Twitter users are outing demonstrators who attended white nationalist rallies in Charlottesville, Virginia https://t.co/tvoMoQPmoV pic.twitter.com/4S5pDzOpBr

— CNN (@CNN) August 14, 2017

A police officer in Massachusetts is also facing disciplinary action after a comment that he made on Facebook regarding the violent rally. The officer wrote “Hahahaha love this, maybe people shouldn’t block road ways” on a story about the protester being struck and killed by the car.

How is this relevant for employment purposes?

There are federal laws in place to prohibit workplace discrimination. These are enforced by the Equal Employment Opportunity Commission (EEOC). Organizations should not use ‘protected class’ information against any applicants or employees.

A protected class is a “group of people with a common characteristic who are legally protected from employment discrimination the basis of that characteristic.” At the federal level, protected classes include (but are not limited to) race, color, religion, age, sex, national origin, and disability. State protected classes vary, but some common ones include marital status, sexual orientation, gender expression/identity, and unemployment status.

In some states, political activities or affiliations are also a protected class. However, there is a significant difference between saying “I voted for Donald Trump” and saying “I didn’t vote for Hillary Clinton because women belong in the kitchen. I hate all women.” The latter statement includes negative language directed at a protected group of people (women).

Can an employee be fired for expressing racist viewpoints?

Several articles have popped up since the rally questioning whether being a white supremacist or participating in a hate group can be grounds for dismissal. Employers have to decide whether each employee represents their company brand and values properly and if that employee’s public display of disparaging remarks against a protected class is indicative of problems in the workplace.

 

Contributing author: Caitlin Rogers

Filed Under: Blog Tagged With: "unite the right" rally, protected classes, twitter

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