By admin

December 17, 2020

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Using a reliable screening tool has never been more crucial than in today’s world of remote work. Consistent monitoring of current personnel and comprehensive background checks for prospective employees is critical for any company. Background screening managed by platforms like has been on the rise as an important part of the evolution of HR technology. 

HR departments have to use an online platform in 2020 and on regardless of the company’s industry or size. Bringing someone on board without due diligence can spell disaster for a hiring manager and their organization. 

Practices are not Changing 

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Employers won’t begin to change their practices because of different individuals, so being prepared is important, especially in the early stages of the job application process. Many recent background check trends emphasize companies’ willingness to learn more about their candidates and current employees, but changes in policy are not personal in any way. Rather, companies are adding screening requirements to protect existing staff, reputations, brands, and customers. 

Being forthcoming and honest is a smart strategy for any employee or job seeker. While some employers will accept that people can make mistakes, none will appreciate being lied to. 

Companies Will Keep Using Social Media 

Social networks have become an important source of information about candidates, and this tendency isn’t going anywhere. Companies will be using social media for pre-employment checks more and more often in the years to come. 

Social media screening can lead to inaccurate findings because it’s easy to take information out of context. It is sketchy from a legal point of view. While employers resort to Twitter and Facebook to get more information about the nature of an applicant, their conclusions can be based on false assumptions. Social network profiles can reveal bias-creating, personal information such as political affiliation, religion, and sexual orientation. Of course, companies can’t use this information in hiring decisions. 

Notwithstanding that fact, social media screenings are up 500% compared to just ten years ago. They’re likely to remain popular in the future because there are still no laws or guidelines outlawing or even limiting them. 

What does this mean to you? It’s best to switch your settings to “private” and perceive your posts and shares more critically in order to avoid screening-related issues. It might be a good idea to delete any old pictures and posts that your current or prospective employer would consider inappropriate. 

The company doesn’t necessarily do the social media search itself. Many employers hire third-party providers for this. They request reports without any data that might result in unintentional discrimination or bias. Sometimes, hiring managers will get someone from HR or another staff member who is not involved in the employment decision to perform a social network screening.

What do They Look for? 

The first thing companies typically look for is a criminal record. Many companies rely on national records and neglect county and state ones. National databases are the least reliable. Data brokers maintain them, and they consist of several repositories only. More diligent employers will know to look beyond these. In a random audit, the FBI found a whopping 50% of criminal records in nationwide databases to be incomplete

All the jurisdictions in a given state must report criminal records to the state in order to create a criminal history database. If there is information about you in a national, state, or county database, be prepared for questions about it. You might need to dispute the information. The possibility of its not being accurate or current exists. This might be due to staffing, administrative, or technical issues or a combination of all three.

Financial Records 

Credit reports contain data on the financial operations of an applicant. They are the final element in a pre-employment background screening. They show if someone has ever gone bankrupt if they pay their bills on time and any loans they have. Equal employment opportunity laws mandate this information not be used to make hiring decisions because of discrimination lawsuit risks. Still, it’s best to be prepared to discuss any thorny issues in your financial history.  

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