Comments on: Top 10 Guidelines for Social Media Background Checks

By: roger dale

roger dale — Thu, 02 May 2013 07:19:50 +0000

Well written blog introducing advantageous features of social media background checks.Completely appreciated with your interesting approaches that can be becoming a perfect guideline for recruiters and hiring manager.Determining the accurate profile of a employee, its a best platform i think.Through this recruiters are able to acquire huge information about the requiring candidates.Buy YouTube Views

By: Jobscience Attract Engage and Hire with a Branded Social Recruitment Strategy - Jobscience

Wed, 10 Apr 2013 19:41:31 +0000

[...] the most from your social media recruiting efforts, remember that it’s important to protect the information of candidates and not use what’s found on social networking sites to decide not to hire them. Put a social [...]

By: Snapchat, Poke, and Their Effect on Business Strategy - CS

Snapchat, Poke, and Their Effect on Business Strategy - CS — Sun, 27 Jan 2013 02:35:26 +0000

[...] used by companies today. Whether you agree with the practice or not, the truth is that social “background checks” help mitigate risk for employers when looking for new hires. To minimize risk factors, [...]

By: Workforce Development News – July 2, 2012 | Workforce Solutions Group | St. Louis Community College

Sat, 05 Jan 2013 01:26:15 +0000

[...] “Nearly half of all employers conduct social media background checks on job candidates. Know the risks of acquiring information about the protected categories and activities of candidates.” http://www.ere.net/2012/06/26/top-10-guidelines-for-social-media-background-checks/ [...]

By: are you still checking references? 3 reasons why you should stop immediately « hr rockstar

Fri, 05 Oct 2012 14:35:40 +0000

[...] is on the rise, but social media is making it very difficult for candidates to misrepresent themselves. Many of us are on LinkedIn, and connected in some way to most employers within our industry, so [...]

By: Social Media Background Checks – 3 Legal Pitfalls

Social Media Background Checks – 3 Legal Pitfalls — Fri, 07 Sep 2012 00:44:59 +0000

[...] more information on guidelines to social media background checks, please visit this blog written by Michael Nader of national labor and employment law firm Ogletree [...]

By: Workforce Development News – July 2, 2012 | STLCC Corporate College

Workforce Development News – July 2, 2012 | STLCC Corporate College — Mon, 02 Jul 2012 14:10:19 +0000

By: 10 Rules for Social Media Background Checks « Virginia Employment & Benefits Law

Mon, 02 Jul 2012 13:47:35 +0000

[...] help, there is a useful guide outlining ten guidelines employers should follow when conducting these social media searches. While [...]

By: Social Media Muddles | Sheer Investigations

Social Media Muddles | Sheer Investigations — Thu, 28 Jun 2012 11:49:44 +0000

[...] social media. An employer needs to be aware that they could be stepping over the line. Read Top 10 Guidelines for Social Media Background Checks on [...]

By: Top 10 Guidelines for Social Media Background Checks | Workforce Verification

Thu, 28 Jun 2012 10:42:54 +0000

[...] Source : ere [...]

By: A Murricun

A Murricun — Wed, 27 Jun 2012 22:42:14 +0000

Sure, I will let you browse my social networks. Just tell me, in writing, how this information will be used to assess my suitability and qualifications for the job. And please tell me the professional credentials of the individuals who will me making that assessment.

By: Kurt Mueller

Kurt Mueller — Tue, 26 Jun 2012 16:03:47 +0000

There is cost to the employer to aquire a drug test, driving history and background checks.
If any employer asks for my social media passwords, they are going to be required to pay me $1000. Nothing comes for free.

By: Sam Gassett

Sam Gassett — Tue, 26 Jun 2012 14:56:11 +0000

I agree with the ten guidelines.

I have read in several articles the information shared in the first paragraph. I have asked my extensive group of HR professionals their thoughts and no one can identify any company that requires individuals to disclose their facebook password.

I am sure there are a few…but can anyone name one?

Sam Gassett
Executive Recruiter

By: charles handler

charles handler — Tue, 26 Jun 2012 14:48:24 +0000

How about stay out of people’s business outside of the workplace and rely on a solid recruiting and hiring process that collects information that is related to only what is required to perform the job?

It is completely illegal to reject someone for reasons that are not based on their ability to perform the actual content of the job.

I know that privacy is becoming a thing of the past, but we have a responsibility to follow the basic regulations about how people should be evaluated for work and a review of social media, even following the above guidelines would not stand up in court. At least not in any of the EEOC and OFCCP regulations I have been working with for the past decades.

I appreciate the author’s efforts to help provide some guidance and rein in the egregious, but companies should simply stay out of the places where they dont belong.

Harumph!!!

By: Maria McMahon

Maria McMahon — Tue, 26 Jun 2012 14:21:14 +0000

As a professional recruiter, I consider LinkedIn to be a good ‘social media’ forum for checking out candidates. It’s where people can post their career history, and have recommendations from other professionals who know them or who they have worked with. Asking people for their password and log in details to access ANY site is a breach of civil, social and security rights that every individual needs in the world of technology. I would immediately sever any contacts with any agency or employer who requested such details from me! Facebook and Twitter are, by and large, and by design, ‘Social’ sites. They are not the forum for posting your professional profile, and therefore should not be considered for reference checks or any other kind of checks by a professional recruiter. We all have our ‘Professional Face’ and our ‘Personal Face’ and most of us know the difference, and would not turn up for an interview, for example, in our party dresses! Let’s keep some perspective, and for God’s sake, bring back common sense!
Maria McMahon
Resourcing Manager
Amec, Baku
PS: You can check out my profile on LinkedIn, anytime!