Better hiring can be done through social networking checks

Hiring a person that's the right fit for a job is challenging. All too often, the applicant who was impressive during the job interview doesn't appear to be the same person after starting work.

Experienced hiring managers know relevant training, education and experience are important predictors of job success, but so is a person's character. Although job skills can be taught, it's virtually impossible to change someone's character. That's why most employers try to check job references, conduct drug tests and check criminal backgrounds before finalizing the job offer. In addition, a newer, high tech way of getting to know the "real" applicant is to go fishing -- by "Googling" the applicant's name.

Employers sometimes are surprised about what comes up in a Google search. It might be damaging to the applicant's job search, but not always. Although a picture of the applicant dancing on a table with beer in hand and a lampshade on his head would raise some serious character questions among some employers, a linked-in page with 50 excellent references certainly would reinforce the employer's hiring decision and help the applicant land the job.

Although many employers are tempted to Google their applicant's name, the practice can raise some privacy issues, and some search results inadvertently could yield information that an employer is prohibited from seeking and using when making a hiring decision. Beware of information that indicates an applicant's religion, age, disability or other legally protected characteristics.

Some employers are beginning to turn to social media background check companies to do the searching for them, rather than assume the risks of doing the searches themselves. But there's a catch: Just like a criminal background check conducted by a third party, a social media check conducted by a third party must comply with the Fair Credit Reporting Act, including seeking prior written authorization from the applicant to conduct the search, and various applicant notification requirements mandated by the Act. This requirement recently was brought to light when the Federal Trade Commission reviewed, then gave its stamp of approval on social media check services provided by Social Intelligence Corp.

The FTC reviewed its services for compliance with the FCRA, and found the company followed the Act as required. Like a criminal background check, the company requires applicants of client companies to approve the use of social media as part of the screening process. It also requires pre-adverse and adverse notices. Applicants must be told their rights, which include that they can correct any erroneous information posted on the Web before it is used in a final hiring decision. Additionally, the company runs a new report for every job applicant each time they are social media background checked. Therefore, information that is outdated or redacted from the Web won't reappear in subsequent checks.

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