What Tweet would stop you from hiring someone?

A survey done in 2020 found that 80% of the UK’s population are using social media (Harris Poll, 2020).

Social media dominates a lot of people’s lives, whether it is posting a picture on Facebook or Instagram, scrolling through Twitter to see what people are saying or creating a TikTok video. People socialise, share opinions and network using social media.

Businesses are no different. In fact, a vast number of companies have been born and experienced exponential growth because of social media.

Social networks will be used to not only win new customers via brand recognition but to help attract new hires, especially in a market where the war for talent is so rife.

Not only can the socials add value and help you find talent, but it can also help ensure you hire the right talent by checking your new hire’s social media activity.

Like all other background checks, social media checks are designed to protect employers from making bad hires.

Hiring someone that has extreme views means that you are taking an unnecessary risk and the impact could be disastrous for your business and reputation, both externally and internally.

67% of employers, according to Harris Poll (2020), incorporated some form of Social Media research on their candidates before hiring.

A lot of HR teams are doing this themselves which, as I’m sure you can imagine, is extremely time consuming, inconsistent, potentially biased and possibly conducted without candidate consent. It’s also very easy to miss something with a manual process.

Can we legally take a Social Media check?

This question still looms large with a lot of employers and it’s certainly one of the factors that might stop companies from doing a social media check during the hiring process.

The answer is yes you can, but you must get consent.

Getting a candidate’s consent means there is nothing ‘sneaky’ about it.

How are Social Media checks valuable for an employer?
  • CV’s only provide one view of a candidate and often, during the interview process, candidates will portray a particular version of themselves. This makes it difficult to know whether they will not only suit the role they are applying for, but also fit into the team on a day-to-day basis.
  • You can gain insight into how candidates act, talk and represent themselves in a less professional setting. This gives an added layer of protection to your brand by ensuring that you hire someone with the same core values as your company.
  • They will protect your current employees by ensuring that new starters do not pose a threat to your current staff.
  • Ensuring current employees are not impacted can reduce your turnover rate as well as save the cost, and stress of re-hiring.
  • Enhance your onboarding process by helping you find candidates that match the culture you are trying to create.

If you are interested in running social media checks on your new hires or current staff, with a click of a button, contact sales@vetting.com and we’ll show you how the Vetting.com platform will help protect your business.

Written by Robin Clarke.


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