A bad hire can cost a company badly. Apart from the immediate operational disruptions and financial strains, it also impacts the team’s productivity, training and onboarding expenses, impacts team performance and work culture, damages the customer relationship, and strains the brand image. 

But all these can be easily avoided or minimized by conducting comprehensive pre-employment screening procedures to help hiring managers identify potential red flags. 

However, pre-employment screening isn't just confined to manually calling up past employers and colleagues to seek feedback about the candidate. 

With an average person spending time on six social media networks per month, social media adds an important layer to pre-employment background checks of employees. 

As Kalim Kha, Founder of Affinity Law, mentions, “It allows us to gain insights into a candidate’s professionalism, communication style, and cultural fit beyond what’s presented in resumes and interviews. For instance, we observe how they engage with others online, their tone in public discussions, and whether their interests align with our mission.” 

Abhishek Shah, founder and CEO of Testlify, also has a similar opinion about using social media for pre-employment screening. He says, “Using social media as an added layer helps identify candidates who align with our company culture, reducing turnover rates as it provides additional context that might not surface during interviews or reference checks. He further adds that “candidates with an authentic and professional online presence often stand out as more trustworthy and engaged.”

Challenges of Manual Social Media Screening

Although social media screening has become integral to pre-employment screening among many recruiters, it still has a few challenges. 

Manual checks are time-intensive 

Screening social media platforms is a time-consuming process. Visiting multiple platforms and scrolling through huge volumes of data takes a lot of time. Plus, if you’re a lean team or going into bulk hiring, manually going through every post on every social media platform is simply not a feasible option. 

Legal and compliance issues

Social screening can potentially violate a candidate’s privacy, leading to legal and compliance issues. With more employees using social media platforms, social media screening means chances of exposure to personal data like age, race, sexual orientation, etc, and much more. 

As Edward Hones, an employment lawyer and the founder of Hones Law PLLC, mentions, “Reviewing a candidate’s personal social media could unintentionally reveal information about their race, religion, or political views, all of which could lead to legal issues if those factors influence hiring decisions.” 

He further adds, “To mitigate these risks, it’s important for employers to set clear, consistent parameters for how they use social media in screening processes. The focus should remain on job-relevant information—such as professional conduct, communication skills, or a track record of public professional achievements—rather than personal details that have no bearing on the job. Employers should also obtain consent from candidates before performing a social media accounts check, ensuring transparency in their hiring process.”

Risk of hiring bias

Hiring decisions, when made based on the social media content of the job candidate, can lead to hiring biases as this information might not be accurate or incomplete and is often limited in scope. 

Edward says, “I recommend creating a policy that restricts what aspects of an applicant’s social media are reviewed, creating legal and ethical guidelines, and training hiring managers to separate personal opinions or biases from objective qualifications. By doing so, employers can navigate the complexities of social media screening while maintaining legal compliance with employment laws and minimizing the risk of discrimination claims.”

Automated Social Media Screening: How It Works

Introducing automation to social media screening can help you efficiently screen the social media profiles of candidates while protecting your company’s reputation from the potential risks of informal checks. For example, with Phyllo’s Social Guard tool, you can generate a candidate’s social media (background verification) BGV report in less than 4 hours! The tool uses AI to scan profile content for multimodal content across various social media profiles. 

Some of the key features of these tools are:

Centralized data collection

This capability allows you to collect data from public profiles with detailed reports, enabling you to make well-informed decisions. Moreover, you can share it with all stakeholders, compare findings across various candidate profiles, and streamline your verification process. 

AI-driven analysis for detecting inappropriate behavior or content

AI-powered automation tools can instantly flag candidates, ensuring you hire the right fit for your organization. 

Compliance with privacy and data protection laws

The enterprise-grade security with GDPR compliance, SOC II certification, etc, ensures you adhere to all the compliance requirements for data privacy.

Manual vs. Automated Social Media Screening: A Side-by-Side Comparison

Benefits of Automating Social Media Screening for Employers

Automating social media screening has several benefits that include:

Enhanced efficiency

With automation and AI models, you can screen social media content, including texts, videos, images, and audio. You can expect a human-like interpretation of content without bias. So you can make better hiring decisions more efficiently. 

Improved accuracy

AI-powered social media screening can help you analyze the social media presence of the candidate with more context and accuracy than a manual review. As AI is capable of quickly analyzing a huge volume of data, it can more accurately highlight issues that may get overlooked by human eyes. 

For example, Phyllo can help you differentiate humor from context and differentiate it from a threat. It has context built-in for meaningful and human-like interpretation without bias. 

Better compliance

 Automation helps you to stay aligned with legal and ethical standards. For example, Phyllo has adverse media checks built in that help to identify any politically exposed person with Adverse Media checks feature. It also helps to identify and analyze all news mentions and presence on platforms. 

Scalability

Automation comes in handy especially when you need to screen multiple profiles in a short time. If you’re in a growth phase and need to hire fast, automation of social media screening can bring results faster. 

Customization

Not every recruiter is screening candidates based on fixed parameters. With automation, you can adjust the screening parameters based on the organization’s priorities and needs.

How to Get Started with Social Media Screening Automation

Here’s a step-by-step guide to help you get started with social media screening automation.

Identify your organization’s needs

Before investing in social media screening automation, understand the goals and the needs of your organization. A few points to consider are:

• The volume of screening needed per month
• Budgets and ROI
• What kind of positions you’re hiring for 
• Integration requirements with your existing HR systems
• Industry-specific compliance requirements 

Research and select a reliable dashboard

Once you determine your goals, look for a dashboard that has the most comprehensive solutions. Some of the key features that you must look for:

• Customizable screening parameters
• Automated report generations
• Multi-platform screening capability
• API integrations
• Adherence to compliance regulations
• Data protection and privacy controls 

Train HR and compliance team 

For a complete adoption of the tool, ensure you train your team well. 

• Choose a tool that offers customer support and training
• Provide more hands-on training sessions
• Create standard operating procedures
• Train your team on dashboard functionality and navigation

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Phyllo’s social media screening dashboard comes with all the capabilities you need to scour the interweb. The AI-powered tool does safety analyses for profiles spanning across social media, news and more. It can screen profiles for executive hiring by analyzing the user’s cross-channel behavior with APIs that span across social media channels, Google News sources, and more.

It calculates profile safety scores across different categories that you can define based on your use case and industry. It automates manual searches with relevant checks to highlight guns, violence, hate, nudity, abuse, etc.

Ready to get started?

Automating pre-employment social media background checks helps you to find the best fit, saves time, and gives accurate analyses while adhering to all the compliance guidelines. 

By incorporating technology and aligning with your hiring goals, you can hire candidates who not just have the best skill sets but also culturally fit into your organization. Social media screening thus adds a layer to building a safer and more inclusive workplace that you are proud of. 

Ready to explore one comprehensive tool that can streamline your pre-employment screening procedure while enhancing brand safety?

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