EMPLOYEE BACKGROUND

CHECK THROUGH

Contents:

1. Introduction to Social Media2. Classification of Social Media3. Advantages of Social Media4. Introduction to Employee

background check5. When to do Employee background

check6. Who will do Employee background

check7. What will be considered in

Employee background check8. Employee background check

through social media9. Some of Social networking sites10. Examples11. Conclusion

Introduction to social media

Social media refers to the means of interactions among people in which they create, share, and exchange information and ideas in virtual communities and networks.social media depend on mobile and web-based technologies to create highly interactive platforms through which individuals and communities share, co create, discuss, and modify user-generated content.

By applying a set of theories in the field of media research (social presence, media richness) and social processes (self-presentation, self-disclosure)

Kaplan and Haenlein created a classification scheme in their Business Horizons (2010) article, with six different types of social media:

collaborative projects (for example, Wikipedia) blogs and micro blogs (for example, Twitter) content communities (for e.g.,Youtube, DailyMotion) social networking sites (for example, Facebook) virtual game worlds virtual social worlds

Classification of social media:

Some of the properties that help describe the differences between social and industrial media are:

Quality Reach Frequency Accessibility Usability Immediacy Permanence

Advantages of Social Media:

Many employers perform background checks on job applicants. Background checks can range from a verification of an applicant's Social Security number to a detailed account of the potential employee's history and acquaintances.

Introduction to Employee Background Check:

After placing the employee into the job, the company starts the background check process with intimation to the candidate as per the company norms.Whether the company had a felt that the candidate performance was not match to the submitted resume by the candidate.

When to do Employee background check

Background checking is usually conducted by Human Resources professionals, but occasionally, the supervisor of the position being filled assists, especially with reference background checking.

Who conduct background check:

Information regarding background check:• Driving records• Vehicle registration • Credit records• Criminal records• Education records• Court records• Workers' compensation• Bankruptcy• Medical records• Past employers• Personal references 

The internet and social media networks are powerful business tools. An increasing number of Practices are using them to promote and market their brand and facilitate the

recruiting process by checking applicants’ and employees’ backgrounds. As the popularity of social networking has soared, there has been a significant increase by both companies and candidates in the use of these tools throughout the hiring process. Candidates look to social networking tools like Fb Facebook and LinkedIn to learn about an organization and its culture.

Employee background check through social media:

LinkedIn: LinkedIn targets

professionals and allows members to create a profile that describes their professional background and facilitates connection and communication with other professionals.

Some of the most popular social networks include Facebook, LinkedIn and Twitter.

Facebook:

Facebook targets students and adults allowing members to create a profile that primarily focuses on more personal matters such as family and hobbies. Members use Facebook to talk with friends and share personal information about their lives.

Twitter:

Twitter is a more recent addition to the social networking phenomenon. Twitter asks users “What are you doing?”, and users answer with a brief message. Twitter members can post links to articles, pictures, videos. Other information about themselves or topics of interest.

When Conducting Background Checks, Employers:

May rely on publicly-available information posted by the applicant on a social media site

Should never create an alias to gain access to nonpublic information about an applicant

Should remember that the information is not verified

Should consider only information that relates to the applicant’s

ability to perform the job and that could have been obtained legally during an interview.

Tips for Conducting Background Checks on Social Media:

Have a written procedure in place to ensure consistent investigation is done on candidates

Verify information obtained on-line as best you can.

Keep records associated with hiring decisions, including printouts of social media pages and corresponding emails that you used for the non-hire/hire decision

Social Media in Hiring: Recommendations

Social Intelligence Corporation (SIC)

provides an online service that addresses both issues by providing in-depth background checks for employers that include online research from social media and other internet sites.

Social Intelligence Corporation

In addition to popular social media sites (Facebook, Twitter, YouTube, etc.) screening, SIC searches the deep web- web pages incapable of being discovered by searching through a conventional search engine like Google or Bing. This includes some university, academic, government, and private databases unavailable to the general public. Information gathered from these sources isn't as readily available as information that shows up in standard searches.

Social Intelligence Corporation Background Checks and Screening:

According to a new study conducted for CareerBuilder.com, 45 percent of employers are using social networks to screen job candidates — more than double from a year earlier.

Microsoft recently released research results (January 2010) showing that 79% of the surveyed hiring managers and recruiters in the U.S. had considered online information about job applicants as part of the hiring process

Examples:

These checks should be treated as additional 'insurance' checks rather than as the core verifications. Use Social Media Scan as an additional check to gather more background information about the candidate. This is particularly applicable to knowledge industries like IT, ITES/KPO, pharmacy/biotech, media and consulting.

Conclusion:

Presented by:B. Syamala Devi

113R1E0034

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