When employers want to check your social media presence, what do they check?
Facebook, Insta, twitter etc?
Is it checked out using your name, email address or phone number?
And does it tend to be an initial, preliminary check, or something that is continuously monitored?
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You're welcome.
I had a boss once admit that he looked at my facebook before deciding to hire me. He mentioned a few posts I was tagged in that had some bad words but nothing else. lolol.
I recommend deactivating facebook. Delete any questionable posts or pics on IG/Twitter & don't use your full name/professional email. Better safe than sorry.
Honestly, most people don't have time to check that in an initial screening. However, if you're getting into the later stages, they're probably going to put your name into Google and click the first few links to see if you'd be a potential liability. Google yourself and clean up your presence if you're worried.
Agree with the above. Just check yourself out online and fix whatever you don't want employers to see.
Just keep your account private if it is that bad
when a resume come across our teams desk, we google the name, email, phone etc. like every normal person would do.
It's amazing what people decide to put on their youtube, instagram, facebook, twitter, interwebs, whatever. Hilarious
We have passed on initial interviews/offers because of what has been found
Don't worry unless you're a total THOT
to be clear, ONLYFANS are fine though
Guaranteed offer letter if the MD is subbed?
What if I only post feet pics?
I know several people that applied to my PE firm that we rejected just because of their online presence. Play stupid games win stupid prizes.
Almost got dinged after some racy tweets (they were clearly jokes, but HR got all huffy and puffy) got flagged during my background check. Delete and make yourself private.
Should Firms Monitor Their Employees' Social Media? (Originally Posted: 05/17/2014)
You can learn a lot about someone by simply viewing their Facebook page or looking at their Tweets. Our lives have become increasingly public with the influx of social media sites and they ways you choose to conduct yourself--through the images you post, the opinions you share, and the comments that you make--on these sites can have significant impacts on your reputation and public image. This issue of privacy has become more and more prevalent in the workplace as many firms now look potential hires' social media pages and even that of their current employees.
Should firms monitor their employees' social media? Some argue that employees should be granted a sensible amount of privacy so long as their private life does not interfere with work. Others feel that workers are a direct reflection of their company and should be monitored to ensure they are not damaging the firm's reputation in any way. A recent WSJ Article reviewed this controversy. Here are some highlights:
Overall, I think that employees should be treated with a level of decency and should not be investigated by their employers. It is ok to look into potential hires, but once you are on the payroll I think that your firm should trust you to behave in an acceptable manner. Does anyone have any experience with this issue? Thoughts?
I don't use Twitter or Facebook, but a quick search (e.g. whatever you find when you Google the person's name, including Facebook pages or whatnot), as part of a general background check, is fair game. People know what they're doing when they're posting things online. Of course, once you're hired, monitoring your employees actively seems a bit odd.
The situation that comes to mind is if an employee is using social media to criticize customers or fellow employees. This behavior can be detrimental to office morale and can potentially cost the firm in negative ways. Monitoring employees' pages could eliminate this issue early on, so is it ok for firms to take such action?
You are referring to an "adverse media check", of which various levels exist. An external partner will be hired to scan for your profiles which then get analyzed with automated software. This is more relevant for senior hires, but is normally done for everyone in the digital age.
The more obvious content they look for is hate speech against certain demographics, threats, tax fraud, serious crimes, links to organized crime or any criminal acts, violent behavior, etc. It is important that religious, or political content will not be presented to the employer as these are normally protected.
Different employers may be mandated by law to look for certain problem areas, in finance this could also be a person who speaks negatively of government entities like the SEC or the DOJ. If you are looking for employment in the aviation/travel sector, the focus might shift a little bit towards kidnapping/human trafficking, immigration fraud, smuggling, prostitution, etc.
If your accounts are private or otherwise "locked", there isn't much they can do about the content. Same if you post under aliases.
As an example, many posts on WSO, if posted under a real name, could become a problem for a hiring scenario.
A long time ago an employee wasn't hired due to his youtube channel (which he had under his real name), where he frequently posted illegal street races he took part in (donuts, racing, speeding, etc). It can be anything, really.
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