Social media reveals a great deal about people. Employers should treat a potential new hire’s social media site as if it were an online magazine. Read all the words and review all the images in great detail. Doing so may eliminate a host of unwanted surprises. The information is right there. Why not access it?
When seeking to hire a new employee, social networks also act as supplemental resumes. Information about the person’s work history and educational background might be present in a highly detailed manner. Human resource personnel indeed gain insights into the person’s temperament from gleaning the page. Who does this person interact with, and how are the interactions carried out? The answer is right there for all to see. A social media check delivers the answer.
What about the groups and pages the jobseeker maintains affiliations? Do they say anything about the person? Don’t think of this as a search for dirt on someone. Sometimes, reviewing a social media page tells a lot of good things about an individual. Interactions on hobby-related group sites may show the person likes to answer questions and help fellow hobbyists out.
Of course, managers can also avoid hiring the proverbial lemon by reviewing social media commentary. Consider this a vital part of the screening process. Learning as much as possible about someone before making a hiring decision reflects prudent sense. A troubling employee can cause all manner of chaos in the office. Bringing down morale among the other employees might be the least concerning issue. A terrible employee can drag a company into severe legal jeopardy.
The sheer volume of costs adding up during a civil suit could prove disastrous to a company’s bottom line. Even if a settlement or a significant judgment doesn’t fall like a hammer, legal fees do mount up. Paying the fees hampers the financial strength of even a healthy business. Imagine what such fees could do to a business barely turning a profit each year.
Granted, not every company has the means nor the experience to handle online background screening. FAMA provides social media screening and other similar services. A service that employs experienced screening professional takes burdens off the shoulders of a hiring business. And those burdens can linger.
Past actions usually beget future actions. An employee who causes problems on social media before hiring probably won’t curtail his/her behavior after coming on board. The social media foibles could drag an employer into a mess. Managers already deal with many things on their plate. Dealing with a “loose cannon” employee who causes social media drama adds more hassles. Hassles create costs.
Costs don’t always refer to financial losses. Opportunity costs factor into the mix. When managers and other personnel find themselves dragged away to deal with an employee’s catastrophic behavior, they aren’t attending to their primary job duties. The company then suffers.
Cut down on the chances of dealing with so many disasters. Perform social media screening steps to unearth any surprises. Better yet, outsource the work to experienced professionals possessing the necessary skills.