The Pros and Cons of Online Background Check

In today’s world, so much information is freely available on the Internet. And it is no wonder that company recruiters use the social media platform for personal background check online of the applicants before making a hiring decision. However, like all methods of screening, there are pros and cons to online background checks, as posted below. 

The Pros

Elimination of Inconsistencies. Online background checks are essential to confirm the information that you can find in a candidate’s resume. For example, some social networking sites offer the ability to provide information about the candidate’s background and work. As such, you can compare if there are any discrepancies in the job history of the applicant. A candidate may claim expertise in a specific subject on the resume or have participated in volunteering efforts on a particular date. Since these initiatives are all great marketing for your candidate, it is likely that these references will be made public online. A quick Google test will reveal the veracity of these claims.

Cultural Fit. People tend to be more open and vocal on social media platforms these days, so recruiters have the opportunity to look at a different aspect of their candidate in the belief that these documents will be made public. Thus recruiters can evaluate if the applicant is good in communication skills or possess the right cultural fit for the workforce through the candidate’s likes and dislikes. There are plenty of instances where you’re likely to observe people writing thoughtful opinion pieces or constructive opinions that could demonstrate many of the job values you’re looking for. Additionally, social media can also reveal whether or not the candidate is heavily involved in supporting the community.

The Cons

Legal Risks.  Although your intentions in analyzing the applicant on Google may be naïve and totally professional, you should be aware that you are exposing yourself to potential legal risks related to privacy and personal rights if your desktop screening strategies are used against you. Legal risks could derive from the public information that you gathered about the candidate. For example, an employer can be prosecuted for discrimination or bias based on a wide variety of sensitive characteristics that the applicant can then cite as a reason for not being hired, such as age, gender, race, religion, health status, nationality, or perhaps appearance.

Privacy Settings. The majority of social media sites allow users to adjust the privacy settings of their profiles. Smart applicants are a little more careful about what they post online. This can be a wonderful sign of professionalism and discipline, but it won’t help recruiters achieve the goal of really getting to know the candidate’s personality. With the ability to customize privacy settings, candidates can easily create a social media profile that benefits them. Recruiters have no choice but to accept what is in the public eye. Be aware that asking for login suggestions or sending a friend request with the goal of reaching the candidate’s profile can be considered a privacy violation.

Ultimately, running interpersonal websites that check your candidate’s background before making a hiring decision has a number of benefits. However, hiring managers should always proceed with caution to avoid the potential legal risks that lurk in this online background check strategy.