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Social Media Background Checks & Media Mentions

High Profile Employee Screening Services

Curious What Job Candidates Are Posting? Trust The Experts at Barada Associates

51 percent of employers who research a candidate on social media found something that caused them not to hire the candidate. But did you know companies that are caught looking at the social media profiles of job candidates can be found for hiring discrimination? Avoid this potential legal pitfall and let Barada help you hire the right high-profile candidates.

Should Companies Perform Social Media Background Checks?

Looking at a potential hire’s Facebook profile, or trying to find them on Instagram, might seem like a smart way to determine if they are the right fit for your organization — But think again. Employers open themselves up to major legal risks by discovering protected characteristics or information when perusing candidates’ social media profiles. While some state laws prohibit adverse action based on off-duty conduct, except under narrow circumstances, there is reason for employers to have legitimate concerns poking around at profiles.

Barada Associates believes that employers should have all relevant information about a potential employee to make the best hiring decisions. We use a three-tiered approach to reveal a candidate’s media footprint globally, locally and socially. But most importantly, by using a third-party source, like Barada Associates, can protect your hiring managers and company from legal risks.

As part of our Key Hire Research (KHR), Barada Associates scours relevant media platforms and tracks all pertinent information on a candidate. More and more employers are realizing that it’s smart to look at various media sources to find out more about potential hires. A 2014 survey from CareerBuilder showed that 51 percent of employers who research a candidate on social media found something that caused them not to hire the candidate.

Can Employers Check Social Media Before Hiring?

Some employers worry that they’ll learn something about a candidate, like age, gender, religion or disability that is protected by discrimination laws. The truth is that these risks are real and can haunt businesses should a candidate challenge them on their hiring decision. However, legal risk is mitigated by utilizing a trusted third-party provider to ensure hiring decision makers aren’t being exposed to information that could be discriminatory.

A comprehensive social media search may save your company time and money in the long run by helping you make a solid hire.

“We wanted an organization that had innovative and effective ways to improve the screening process. The staff at Barada have been very responsive. They understand how their services can assist us and will suggest creative solutions that meet the needs of the Archdiocese. We have been impressed with everyone from the human element on down.”

Ed Isakson, Human Resources Director, Archdiocese of Indianapolis