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Social Media Background Checks

Social media background checks are becoming increasingly popular to screen potential employees, utilizing a candidate’s digital footprint to provide a wealth of information regarding their character and professional history. Although a candidate’s social media profile may not always accurately portray their true self, these checks have become an essential part of the hiring process for many companies.

The KRESS Social Media Screening service uncovers problematic online behavior and can complement your current background screening programs to identify quality candidates for a safer and more productive workplace. We help companies leverage bias-free public content in their employment decisions without the hassle of scouring the web themselves.

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Kress Background Checks are trusted by
ShellBPExxonMobilSinclairGoodyearMarathonOilShellBPExxonMobilSinclairGoodyearMarathonOil

Why Social Media Background Checks Are Important

Gain Deeper Insights

Social media background checks enable employers to gain a more nuanced understanding of potential employees, offering insights that might not surface through conventional background checks.

Mitigate Legal and Reputational Risk

Recent years have witnessed incidents where employees' social media activities led to legal challenges and reputational damage for employers. Consequently, organizations now prioritize conducting thorough background investigations to mitigate these risks and ensure alignment with company values.

Detect Red Flags

Social media background checks are critical for uncovering potential concerns such as discriminatory remarks, substance use, and aggressive behavior. Identifying these red flags early in the hiring process helps in preventing the employment of individuals who might pose a risk to the company or its workforce.

Did you Know?

42%
of U.S. employees have either encountered or observed racism in the workplace.
30%
of companies will steer clear of candidates with online evidence of criminal behavior.
1.5 million
On average, cases of workplace violence are reported every year.
32%
of employees are unaware that making jokes can constitute sexual harassment.

Build Your Team with Confidence

Don't allow the complexities of social media to compromise your hiring process. Begin today to secure a team that upholds the standards and values of your company with unparalleled accuracy.

  • Ensure a safer and more cohesive work environment by identifying red flags early.
  • Enhance the company's reputation by hiring individuals whose values align with your organizational goals.
  • Save time and resources by streamlining the process of sifting through candidates' digital footprints.
  • Mitigate legal risks by conducting thorough and bias-free social media background checks.
  • Foster a diverse and inclusive workplace by detecting and avoiding discriminative behaviors.
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Testimonials

Hear From Our Clients

5 out of 5 stars
“Your “invite the applicant” option has changed my life! I can order more than a dozen background checks in about ten minutes!! That’s awesome!! I don’t have to fax or scan the resumes anymore and I don’t have to be the go-between person emailing the candidates and getting back to the screening company. I swear it has changed my life!!!! Keep it up KRESS!!!”
5 out of 5 stars
“Your service has proven to play a vital part in our hiring needs. In our environment, we always anticipate a certain amount of turnaround in our sales department. I feel confident we are making a better hiring decision because of your service and our turnover rate in that department proves it!”
5 out of 5 stars
“Awesome customer service!!!  Reports are always accurate and on time.  I have used a lot of screening companies throughout my human resources career and KRESS goes above and beyond. It makes a huge difference. Thank you!”
5 out of 5 stars
“Any HR Manager or Director that is looking for a cost effective yet highly efficient employment screening partner, I just switched to KRESS Employment Screening Inc and reduced costs by 45% and turn-around time by 20%. Call and have them show you the KRESS difference.”

Social Media Background Checks Offered:

Pro Report (Comprehensive)

Our most popular report! This comprehensive screening process provides a 'full scale' search with no limit on the social media platforms searched, covering up to 7 years of history. This in-depth report leaves no stone unturned in evaluating a candidate's online behavior.

  • Public Content
  • Flags for Actionable Risk
  • Protected Class Safety™ Feature
  • Customize
  • Turnaround Time: 1 Business Day
  • Sites Reviewed: Unlimited
  • Scope: 7 Years
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Basic Report

This is a more compact report focusing on the top 5 social media platforms - Facebook, Twitter, Instagram, Pinterest, and LinkedIn. It covers three years of history, offering a snapshot of the candidate's recent online activity.

  • Public Content
  • Flags for Actionable Risk
  • Protected Class Safety™ Feature
  • Customize
  • Turnaround Time: 1 Business Day
  • Sites Reviewed: Top 5
  • Scope: 3 Years
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Get Your Guide to Social Media Screening Now!

Check out our FREE downloadable guide for everything you need about social media screening! Just fill out the form below to gain access to exclusive information from KRESS’s experts on how our process works and how it can benefit your company.

Social Media Red Flags

While a social media background check can reveal positive aspects of a candidate's personality, it can also uncover red flags that may indicate potential issues in the workplace. Some concerning behaviors to look out for include:

  • Inappropriate or offensive content: This includes posts, comments, images, or videos that contain discriminatory language, hate speech, or references to drugs and alcohol.
  • Comments about previous employers: If a candidate has a history of speaking negatively about their past employers, it could be a sign of potential issues with authority or conflict resolution skills.
  • Inconsistent information: Social media profiles can often reveal discrepancies in a candidate's resume or job application, such as conflicting employment dates or educational qualifications.
  • Evidence of illegal activity: This could include posts or photos showing illegal behavior, such as drug use or theft.
  • Poor communication skills: Social media posts can also provide insight into a candidate's communication style and grammar, which may indicate their professionalism and ability to effectively communicate with colleagues and clients.

How it Works

The Social Media Background Screening Process

  1. 1
    Step 1

    Submit Your Request

    Provide us with the candidate's basic information and consent to check the applicant's social media profile.

  2. 2
    Step 2

    In-Depth Research

    Our team of experts conducts in-depth research into the candidate's digital footprint, including their online behavior on various social media accounts such as Facebook, X, and LinkedIn. This process can be done manually by reviewing a candidate's public profiles or through automated tools that scan for specific keywords, phrases, and behaviors.

  3. 3
    Step 3

    Receive Detailed Report

    We compile all the information into an easily understandable report, highlighting any red flags or concerning behavior. You can review the report and make a sound decision based on the candidate's online presence and fit for your company culture.

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Get a Social Media Background Check with KRESS

At KRESS, we recognize the crucial role that an individual's online presence plays in reflecting upon your organization's ethos and integrity. Our dedicated team offers comprehensive social media background checks, focusing on business-relevant behaviors to deliver legally defensible, actionable results. We prioritize your need for privacy and safety by ensuring adherence to stringent data protection guidelines and laws, including FCRA, EEOC, and data privacy legislation. Our process, combining advanced AI with expert human analytics, is designed to provide you with fast, accurate, and complete reports within 1-2 business days, ensuring a seamless hiring process. We also offer continual monitoring services, keeping you updated on any concerning online activities. Trust KRESS for your social media background checks and grow your team with confidence.

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Social Media Screening FAQs

Here are some frequently asked questions about social media screening and background checks.

Yes, social media monitoring is legal as long as:

(1) the information gathered is publicly available.

(2) it does not discriminate against any protected class.

(3) the employer follows all applicable laws and regulations related to employment screening.

It is important for employers to have a clear social media policy in place to ensure that any screening is conducted ethically and within legal boundaries.

Employers should have a clear policy in place for conducting social media screening, including which platforms will be checked, who will be responsible for the screening, and how information found on social media will be used in the hiring process. It is also important to obtain written consent from the candidate before conducting any social media screening.

Candidates can refuse social media screening, but this may raise suspicions for the employer and potentially impact their chances of getting hired.

Employers should make it clear in their job postings and interviews if they will be conducting a social media background check so that candidates can make an informed decision about whether or not to apply for the position.

No, background checks typically cannot access private social media accounts. Employers conducting background checks should only be viewing publicly available information and should not attempt to bypass privacy settings or request passwords from candidates.

A social media background check may reveal a candidate's posts, photos, comments, and interactions on various platforms. This can provide insight into their character, behavior, and potential red flags that may impact their fit for the role. However, it is important to note that social media does not always reflect a person's true identity or intentions and should not be the sole determinant in the hiring process.

Employers should establish a clear protocol for handling sensitive information found during social media screenings. This may include discussing any concerns with the candidate directly and giving them an opportunity to explain or provide context for their posts.

Employers should also be mindful of any potential biases or discrimination that may arise from social media screenings and ensure fair and consistent practices are in place.

To ensure fairness, employers should have a clear and consistent social media screening policy in place for all candidates. They should also avoid using any discriminatory criteria or making assumptions based on a candidate's social media presence. Any concerns or discrepancies should be discussed with the candidate directly before making any decisions based on social media findings.

While social media can provide some insight into a candidate's professionalism, it should not be the sole determinant. Social media is often used as a personal platform and may not accurately reflect a person's professional behavior or capabilities. It is important for employers to consider other factors, such as work experience, references, and qualifications, when assessing a candidate's professionalism.

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