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© 2019 Employment Screening Services, Inc. | ed. 02/06/2019

A comprehensive and safe approach to researching online activity

Our Social Media Profile (SMP) analyzes a candidate’s online activity and provides an FCRA-compliant report that can be used in making hiring decisions. SMP is built to respect the privacy of your candidates while also providing supplemental information that can help ensure a safe and productive workforce. When combined with traditional background checks, our SMP can provide a more comprehensive candidate profile.

Social Media Profile

ESS provides background checks and drug testing in all 50 states through a secure technology platform and domestically-based service professionals. Accredited by NAPBS and NAADATP by DATIA, certified WBENC, and recognized nationally on the Inc. 5000 and HRO Magazine’s Baker’s Dozen lists. ESS Social Media Profile searches are conducted by our partner, Social Intelligence, Inc.

Through a combination of proprietary technology and analytical researchers, the SMP provides only examples of adverse information, such as:

• Potentially Violent or Illegal Behavior • Demonstrations of Racism or Intolerance• Sexually Explicit Behavior

Where practicable, protected class information (gender, race, nationality, etc.) is scrubbed from the report, assisting on employer’s compliance with EEOC laws.

What is included on a report?

The SMP-Basic is an economical option that analyzes one year of a candidate’s public activity on the top five social platforms: Facebook, Twitter, LinkedIn, Instagram, and Pinterest.

Our SMP-Pro is a more comprehensive search reviewing a candidate’s public activity on over 150 social media, microblogging, and review sites, analyzing posts covering a seven-year period.

Plans to fit any need

SMP can help uncover if a candidate has a history of publicly posting disparaging or illegal content – safeguarding your company from potential reputation damage.

Reputation Management

Employees often have access to sensitive information. Social media screens can help determine if a candidate shows a lack of discretion, or worse, harmful intentions, when it comes to a company’s interests.

Information Security

A strong social media screening program helps protect your workforce by identifying public posts that indicate predatory, discriminatory, or violent behavior.

Workplace Safety

ess Employment Screening Serviceses2.com

Employment Screening Services, Inc. | ed. 02/11/2019

Frequently Asked QuestionsSocial Media Profile

ESS provides background checks and drug testing in all 50 states through a secure technology platform and domestically-based service professionals. Accredited by NAPBS and NAADATP by DATIA, certified WBENC, and recognized nationally on the Inc. 5000 and HRO Magazine’s Baker’s Dozen lists. 1ESS Social Media Profile searches are conducted by our partner, Social Intelligence, Inc.

An SMP provides valuable behavioral insight into a candidate. SMP reports may provide actionable information which can ensure a level of consistency with your hiring policies. It is important to note that the Fair Credit Reporting Act (FCRA) requires candidates to provide written consent before an SMP is conducted and an employer must provide the candidate with a pre-adverse action notice along with a copy of the SMP before taking adverse action.

Why would I use a Social Media Profile (SMP)?

Participation in groups or discussion boards, posting of photos or videos, use of inflammatory verbiage or demonstrations of behavior that are potentially derogatory towards, or intolerant of, a protected group of people. Protected groups are defined by federal and state discrimination laws. Information presented on the SMP report can be used in a way that is similar to how information gathered through the regular screening and interview process is used.

How do you define Racist or Intolerant content?

Our partner’s1 proprietary software performs a digital footprint investigation of your candidate, sourcing upwards of 150 websites, depending on the type of SMP selected. We use personally identifiable information, usually the information provided by the candidate or found on their resume, to locate potential information. Using proximity matching, the search includes aliases in conjunction with the candidate’s legal name. A “match” is determined by the type of identifier used. For example, an email address alone may be considered a positive match. A first and last name will typically be combined with other provided information, e.g., date of birth, education or an image, for a positive match. From there, the report is created and reviewed by 3-tiers of experienced, certified analysts.

Where do you research my candidate?

Your SMP search is completed within 48-72 hours. The results will be delivered with your consumer report upon its completion via the channel of communication your company has established with ESS.

When are the reports ready?

Content matched to candidates will be reviewed and flagged ONLY for the following: Potentially Unlawful Activity, Potentially Violent Behavior, Potential Expressions of Racism and/or Demonstrations of Intolerance, and Sexually Explicit Material. This helps ensure the SMP provides only negative information that would be of interest to you, excluding information not typically considered during the recruitment process. In cases where the SMP does not find any results or there is no flagged content, the search will be identified as “No Record”.

What do you look for in your reports?