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FAQ

  1. How long do reports take?

    Once the report is ordered, our proprietary software performs a digital footprint investigation of your candidate, sourcing the entire Internet, not just a short list of sites. From there, the report is created and reviewed by 3-tiers of experienced fcra certified analysts. The report is released to the person who ordered it within 72 business hours.

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

    Social Intelligence’s report procedure is curated with the guidance of renowned employment law experts. Our trained analysts use matching criteria to identify your candidate correctly. Whether the information and the subject 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 date of birth, education information or an image. Contact us to find out more about our matching process.

  3. What types of things are considered “negative”?

    Content matched to subject will be reviewed and flagged for ONLY negative content in the following areas: Potentially Unlawful Activity, Potentially Violent Behavior, Racism and/or Demonstrations of Intolerance, Sexually Explicit Material.

  4. Can I review more of my candidate’s profile’s than just the negative content Social Intelligence finds?

    A best practice is to never review your candidates’ social media profiles internally. Our analysts review for only negative content that covers the most dangerous workplace safety areas. This is beneficial because our review and social media report respect your candidate’s privacy and alleviates your employees from reviewing content that could lead to accusations of discrimination or violations of freedoms.

  5. How can I make an objective hiring decision from someone’s online behavior?

    While our Social Media Reports provide valuable behavioral insight into a candidate, our reports simply supply information in a similar way you would observe behavior in an interview. All of our negative filters are actionable and are a helpful guide for creating a social media hiring policy.

  6. What if my candidate has no negative information online?

    The best way to think about this is similar to a criminal background check in the circumstance of a candidate who does not have a criminal record. A social search on a candidate that results in no negative content will have a “No Pertinent Information” comment displayed on their report.

  7. Do I have to not hire someone because you guys find something negative on social media?

    Hiring decisions are entirely up to you. We are simply providing you information on what’s out there for public view while protecting you from protected class information. Again, all of our negative filters are actionable and are a helpful guide for creating a social media hiring policy.

  8. How do I get my report?

    Your report will be emailed to the person who submitted the order as soon as the online investigation has been completed. The report email will include a PDF version as well as a link to the online portal where you have the option to download a PDF or Word document.

  9. How much do the reports cost?

    Contact us for pricing info!

  10. How do I sign up?

    Contact us to get started!

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

    Yes. This is mandatory per FCRA. We are happy to supply you with a template or your legal counsel may add language to your existing consent forms.

  12. Is Social Intelligence a consumer-reporting agency?

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

  13. Am I breaking the law by doing my social media screenings in-house?

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

  14. What types of information is found on social media/online that could be considered protected class information?

    Possibilities are endless but typical things are race, religion, national origin, disabilities, pregnancy, family status, gender presentation, sexual orientation, age, military status and much more.

  15. 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 result in serious trouble for your organization.