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Social Media Background Screening Webinar

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A free webinar that offers advice on what information you can and cannot use from a social media background screening. Learn common pitfalls of social media background checks and how to avoid legal risks.

To view the entire webinar recording, visit: http://i-sight.com/social-media-background-screening/

Published in: Business, Technology
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Social Media Background Screening Webinar

  1. 1. Social Media Background Screening Speakers: Bill Glenn, VP, Marketing & Alliances, TalentWise Geoff Andrews, COO, Social Intelligence Corp
  2. 2. Introduction Bill Glenn Bill Glenn has been Vice President of Marketing and Alliances at TalentWise since 2008. He has more than 15 years of experience in the technology industry, holding senior marketing management and business development positions. TalentWise helps companies of all sizes and across all industries screen and hire the most qualified candidates while reducing their time-to-hire, improving compliance and lowering cost. Geoff Andrews As co-founder and COO of Social Intelligence Corp., Geoff Andrews oversees client and partner management and business operations, as well as sales and marketing. Previously, Andrews was a director and an original member of Steel Card, playing a key role in the company’s development and success, and a consultant with PricewaterhouseCoopers. Social Intelligence offers social media screening and investigative services including employment background checks, insurance claims investigations, corporate due diligence and government services, helping organizations leverage the benefits of social media research while reducing costs, time and legal risks. Joe Gerard Joe Gerard is the VP of Sales & Marketing at i-Sight, a leading provider of web-based case management software for corporate investigations. He’s worked with companies like Dell, Coke, Allstate, BP and more than 100 others to implement improved investigative processes that leverage best practices and case management.
  3. 3. Legal DisclaimerThis presentation is intended for general information only and not as legal advice. You should not rely on the information for any legal purpose, and contact your attorney to determine applicability to your situation.TalentWise disclaims all liability in respect to actions taken or not taken based on any contents of this presentation.
  4. 4. Agenda• Social Media defined• Common pitfalls of internal, ad hoc searches• Allowable content• Legal implications• Implementing Social Media screening
  5. 5. Definitions• Social Media noun ˈsō -shəl -ˈmē-dē-ə – Forms of electronic communication (as Web sites for social networking and microblogging) through which users create online communities to share information, ideas, personal messages, and other content (as videos)
  6. 6. DefinitionsSocial Media: Any form of user generated content on the Internet
  7. 7. Definitions Social media recruiting vs. social media screening Social Media Screening Social Media Recruiting• Viewing social media profiles • Initiate search, source candidate including LinkedIn and Facebook • Takes company brand, image• Reading candidate blogs into consideration• Googling a candidate • Promoting jobs via social media including LinkedIn or Facebook pages
  8. 8. Polling QuestionDoes Your Company Use Social Media Sites to Screen Candidates?
  9. 9. On the Rise – 90% of companies use social networks as part of their employment screening process – Growth of LinkedIn, FB, Twitter, Google+ 130M 450M 462M 490M 845M 49M
  10. 10. Googling Candidates?• Common pitfalls of internal, ad hoc searches – No formal policies or protocols in place – Must be compliant with FCRA – Need Consumer Consent! – Multiple online identities – Matching to the CORRECT online identity
  11. 11. Polling Question When Screening a Candidate, What Types of Online Information is Deemed Allowable to Collect?
  12. 12. What’s Not Allowable?• Online content which is deemed irrelevant or unallowable – According to Title VII, the ADA, GINA, and ADEA, protected classes include: • age • sex • religion • disability
  13. 13. What IS Allowable? Relevant and allowable online content Negative Positive• Illegal behavior, including illicit • Contributions to leading drug use industry blogs and sites• Potentially violent activity • Participation in volunteer or• Racist or discriminatory philanthropic groups tendencies • Improvements to corporate• Corporate image image disparagement• Sexually explicit material
  14. 14. Implications• Leads to implications such as: – Discrimination – Adverse Action – Privacy • No Reasonable expectation of privacy when posting publicly available information – Authenticity
  15. 15. Puts HR in a Catch 22 Companies need to think about how and why they are using social media
  16. 16. Must Haves• Social media background checks must be: – Inclusive – search every applicant • Disparate Impact – Fair and consistent • Search same sites for every applicant • Search and report the same types of information • Use the same independent people to search – Legally defensible • Documentation and tracking responsibilities
  17. 17. How do you incorporate social media into your pre-employment screening process?
  18. 18. Must Do’s – Seek advice from legal counsel – Thoroughly train HR and Managers on company social media policy – Keep up to date on all the latest court rulings and potential social media liabilities – Only obtain legally allowable information; Do not obtain or consider protected class information RELIGION GENDER RACE CLASS AGE
  19. 19. Must Do’s – Keep detailed records – Appoint a non-decision maker to conduct online searches – Use a variety of screening methods – Conduct comprehensive searches, not limited to specific social networking sites ≠ ALL Social Media
  20. 20. Polling QuestionHow Likely Is Your Company To Use Social Media for Screening Candidates?
  21. 21. In Closing • Embrace social media! • Seek advice • Keep detailed records • Go the extra mile to ensure your candidates are treated fairly
  22. 22. For More Information• EEOC – No-cost outreach programs • Phone: 800-699-4000 • Email: info@eeoc.gov – EEOC Training institute • Phone: 703-291-0880 • Email: eeoc.traininginstitute@eeoc.gov• FCRA and FTC • Phone: 1-877-FTC-HELP (1-877-382-4357) • Email: socialmedia@ftc.gov
  23. 23. SolutionsTalentWise offers the following social media screening solutions: Comprehensive Social Media Executive Social Media Search Search • Both user-generated content • All user-generated content on and non-user generated content the web on the web • Social media activity and • Social media content activity, content, and media outlets
  24. 24. Thank You! If you have any questions, please submit them now. Thank you for taking the time to attend today’s webinar. If you have any questions about the information covered in the webinar, please contact: Joe Gerard Bill Glenn Geoff Andrewsjgerard@i-sight.com bglenn@talentwise.com geoff.andrews@socialintel.com

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