Although the legality of social media background screening isn’t well understood by most recruiters and hiring managers, it is important to be done in a compliant way that ensures the protection of the candidate and the employer and in adherence to an applicant’s rights under the Federal Fair Credit Reporting Act (FCRA). The use of social media in the screening process can lead to problems when legally protected categories are used to make a hiring decision. This includes traits like race, ethnicity, gender identity, sexual orientation, disability status, and religion. Using a third-party screening agency can help eliminate much of the concern surrounding the controversy of social media screening.
Post By Ken Shafton (2,055 Posts)