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With an online presence almost perpetual for all candidates, more and more background check service providers have now begun to monitor social media activities of the candidates.
FREMONT, CA: The increasing number of employee fraud cases has led to employers tightening their employee screening tests. Backgrounds checks today have become deeper and more stringent due to the same. Employers have also adopted social media screening and real-time screening to keep a check on their employees.
Checking Their Online Presence
With an online presence almost perpetual for all candidates, more and more background check service providers have now begun to monitor social media activities of the candidates. However, the employers must keep in mind the inevitability to protect candidate privacy and must also play by the rules of the Federal Fair Credit Reporting Act (FCRA) or the Equal Employment Opportunity Commission (EEOC).
Although social media screening opens up new possibilities for employee screening, it also has the potential to become a liability for the employer. With subjects like privacy, the accuracy of information and discrimination also involved, social media screening becomes a very tricky platform to navigate through. Not all data on a candidate's social media may be publicly accessible. The employer should restrict themselves to using user-generated, publicly available information, and not third-party content or information from password-protected sites.
According to experts, the best way to obtain social media screens of candidates would be through third-party vendors. This will not only provide accurate data on candidates but also help the employer save time and resources and focus on the core operations of the company.
Knowing the character and activities of an employee is of utmost importance to an employer, not just during the employment process, but also throughout their association. Employers have now begun to keep track of its employees' activities, on a daily basis, to pick up warning signs on concerning behavior. While industries like healthcare mandate some form of periodic checks, a majority of other sectors lacked this quality. The number of enterprises adopting these regular checks is increasing day by day. However, employers must remember that the federal and state laws applicable to social media screening are applicable here as well. Full disclosure to the employees and their concerned authorization is a prerequisite for background checks and real-time detection.
Candidates with Criminal Backgrounds
The labor scarcity on the rise, employers are now left with large amounts of vacant posts. According to data from the Prison Policy Initiative, the ex-offender unemployment rate stands at 27 percent. As the number of unfilled positions began to exceed the size of the labor pool, employers are now looking into this untapped group of candidates, especially those who have misdemeanors on their records or those having served time or rehabilitated. Industries like call centers, construction, healthcare, retail, transportation and warehousing, and manufacturing have been accepting candidates with such backgrounds.
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