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Social Media Check

Faster social media checks and a better overall applicant experience can boost recruiting success.

Social Media Checks Report On

  • The consequences of poor internet behaviour that may have an impact on employment
  • Examine and validate the applicants’ public social media posts to see whether they would be a good match for your company.

Frequently Asked Questions

From quick signup to superior candidate experience, our process ensures secure and scalable background checking.

Before, during, and after a candidate has been interviewed, companies may do social media searches on them. These background checks frequently turn up information that is hard to find through more conventional screening procedures including employment history, right to work, and DBS checks.

It effectively functions as a pre-employment screening check utilising data made available through open social media networks. However, a social media background check may be against the law if it is done without following compliance guidelines.

Employers perform background checks on applicants using social media to gain insight into who they are as individuals. This includes gaining an understanding of how candidates behave in public and any remarks they may have made regarding their previous professional experiences. They can provide an employer a comprehensive sense of how a candidate might fit in with the working culture of the organisation, as well as provide an indication of the prospect’s disposition.

Background checks based on one’s social media presence are applicable to some positions but not others. It is possible that the social media profiles of back-end employees who do not associate their name with their employer will have less of an impact than the online presence of employees who work directly with customers and directly represent the company. This is because employees who work directly with customers directly represent the company.

It is possible that when exploring social media you will come across information that is confidential and protected by the Equal Employment Opportunity Commission. Because of this, your organisation may find itself in a precarious legal position, as candidates may allege that the fact that their protected class information was identified in a social network search led to discrimination in the hiring process. According to the Equal Employment Opportunity Commission (EEOC), none of the following factors can be used to lawfully discriminate against job applicants:

  • Age
  • Citizenship status
  • Pregnancy or children
  • Disability
  • Sexual orientation
  • Gender
  • Religion
  • Race

Is it lawful to monitor someone’s social media activity? In a general sense, yes, but it must be carried out in an appropriate manner. If you go through an applicant’s social media page without permission, you put the company at risk of potential HR breaches and, as a result, litigation.

A corporation may locate the best employees using social media. It’s a technique to gauge their compatibility with your company’s ethos. The correct personnel may be found and hired with the aid of social media as well. You can easily evaluate how active a candidate is in their industry by looking at their social media activity and the number of people they have following them.

It entails looking at the information that is available on a candidate’s various social media profiles. The verification of any proof that the individual in question has engaged in improper chats or interactions on a variety of social media platforms is included in this step. A background check on a candidate’s social media presence will often consist of searching for information on the candidate’s online presence, including their profiles on Facebook, Twitter, Instagram, and LinkedIn. It is also possible that it includes looking for information on the individuals to whom they are related and the posts that those people have made about them.

Testimonials

Fully Accredited

Our examiners are fully accredited and members of several Polygraph Associations.

We all use the latest technology and digital instruments. We have been vetted to the highest levels, worked with national and international intelligence services and can undertake the most sensitive investigations in a discreet and totally confidential manner.

We charge from £395 all inclusive at our office in Manchester, but by request we also offer our services at any other location of your choice.

Our services are available out of office hours, and we are available 7 days a week.

Contact us for bulk booking discounts.

  • Private & Discreet
  • Proven Track Record
  • Flexible Bookings
  • No Hidden Fees

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