Sekotoma Jacobus Tau’s Post

Want the best talent for your team? 🌟 Social media screening is a must these days, especially with rising concerns about online behavior impacting the workplace. Not sure what it involves or how to do it right? Our latest blog breaks it down for you! We cover everything from the ins and outs to legalities, pricing, and turnaround times. For a smooth and cost-effective process, check out our Scout service model. Let's make your hiring process not just efficient, but also effective! 💼 https://lnkd.in/e_EzGUfD #SocialMediaScreening #BackgroundChecks #HiringProcess #Compliance

📣 One of our most requested checks is now available on Zinc 📣 Why do social media checks? Many managers or recruiters will admit to a ‘subtle check of the socials’. Yet few companies have non-biased screening to programmatically reduce the companies' risk and better support employees. This is where social media checks come in. Running social media checks as part of a coordinated background checking programme is designed to minimise risk to a business, especially when hiring for senior roles. A big shout out to our wonderful product & tech team who worked hard on this one. Gabriella Scott-Lister Joe Williams Joe Davies Muhammad Tanvir Bin Ali Jessica Mahendra 🚀 Learn more about unbiased systematic social profile screening ⬇ #backgroundchecks #hiring #socialmedia

🛑 The Dangers of Falsifying Experience on LinkedIn: A Call for Ethical Employment Practices In today's competitive job market, the pressure to stand out can sometimes lead to unethical practices. One such practice is the encouragement or coercion by employers for their employees to falsify their experience on LinkedIn profiles. While it may seem like a harmless way to boost one's credentials, the consequences of such actions can be severe for both individuals and companies alike. First and foremost, falsifying experience undermines the trust and credibility that is essential in any professional setting. When employers promote or condone this behavior, they not only compromise their integrity but also risk damaging their reputation in the industry. Moreover, it creates a culture of dishonesty within the organization, eroding morale and employee satisfaction. From the perspective of the employees, succumbing to the pressure to fake experience can have lasting repercussions. While it may provide a short-term advantage in securing a job or advancing within the company, the truth has a way of surfacing eventually. Discovery of falsified credentials can result in immediate termination, tarnishing one's professional reputation and making it difficult to secure employment in the future. Furthermore, falsifying experience on LinkedIn not only deceives potential employers but also undermines the merit-based hiring process. When individuals misrepresent their qualifications, they unfairly compete with genuinely qualified candidates, creating an uneven playing field and perpetuating inequality in the workforce. As professionals, we have a responsibility to uphold ethical standards in our careers. This means refusing to engage in deceptive practices and holding ourselves and our employers accountable for maintaining honesty and transparency in all aspects of employment. In conclusion, the pressure to fake experience on LinkedIn is a symptom of a larger issue within the corporate culture. By prioritizing integrity over expediency, both employers and employees can foster a workplace environment built on trust, respect, and ethical conduct. Let's commit to promoting transparency and honesty in our professional profiles and beyond. #EthicalEmployment #TransparencyMatters 💼🔍

Using social media in hiring? Be careful! Digging up irrelevant, outdated info can lead to legal trouble. We’ve all seen it—companies digging through candidates’ social media for “red flags.” But one company took it too far. After disqualifying a promising candidate over a decade-old post taken out of context, the candidate found out, sued for invasion of privacy, and won. The company not only lost a great hire but also suffered major reputational damage. Best Practices to Avoid a Witch Hunt: • Focus on the now. Assess a candidate’s current qualifications and fit, not ancient history. • Review only what’s public. Stick to publicly available, relevant info, and comply with legal standards like FCRA. • Set clear guidelines. Avoid anything that could lead to bias or discrimination, especially around protected characteristics. • Be transparent. If you find something questionable, give the candidate a chance to explain. Using social media in hiring isn’t a bad idea—just make sure it’s done thoughtfully and fairly! #HiringPractices #SocialMediaHiring #RecruitmentTips #CandidateExperience #LegalHiring #HRBestPractices

Using social media in hiring? Be careful! Digging up irrelevant, outdated info can lead to legal trouble. We’ve all seen it—companies digging through candidates’ social media for “red flags.” But one company took it too far. After disqualifying a promising candidate over a decade-old post taken out of context, the candidate found out, sued for invasion of privacy, and won. The company not only lost a great hire but also suffered major reputational damage. Best Practices to Avoid a Witch Hunt: • Focus on the now. Assess a candidate’s current qualifications and fit, not ancient history. • Review only what’s public. Stick to publicly available, relevant info, and comply with legal standards like FCRA. • Set clear guidelines. Avoid anything that could lead to bias or discrimination, especially around protected characteristics. • Be transparent. If you find something questionable, give the candidate a chance to explain. Using social media in hiring isn’t a bad idea—just make sure it’s done thoughtfully and fairly! #HiringPractices #SocialMediaHiring #RecruitmentTips #CandidateExperience #LegalHiring #HRBestPractices

📲 Are social media background checks a game-changer or a legal risk? ➞ https://aihr.ac/4grAHS6 With 70% of companies using social media to screen candidates, it’s essential to navigate this tool ethically and effectively. Explore the dos and don’ts to ensure fairness, compliance, and smarter hiring decisions. ✅ #TalentAcquisition #Recruitment #SocialMedia #HiringTips #Hiring

🌟 At Involved, our guiding principle is "Empowering People First." 🌟 Compliance in candidate screening is crucial for fostering trust and transparency. In our latest blog, we explore the importance of adhering to regulations and ethical standards, offering key strategies to ensure fairness and integrity in your recruitment process. 📖Read our blog to see how prioritising compliance can mitigate risks, enhance your reputation, and attract top talent. Click here: https://lnkd.in/dBRXNJs5

I was recently discussing hiring practices with a friend, and they mentioned something that surprised me. They said their company conducts thorough background checks on potential hires, including scouring their personal social media channels. This got me thinking about the extent to which employers are now looking beyond LinkedIn for information on candidates. While I can understand the rationale behind it, as companies want to ensure they are hiring individuals who align with their values and won't bring negative attention to the company - it also raises concerns about privacy. Should an employer have the right to monitor an employee's personal life outside of work? In my opinion, a job candidate's personal social media should not be a factor in their employment. I really don't care what TV show they are binging, what they do on the weekends, or what hobbies they have. Just as long as it doesn’t impact what happens during working hours. Regardless of the reasons, monitoring employees’ personal lives on social media seems like a big breach of privacy. I understand this may be an unpopular opinion. What do you think? #HiringPractices #PrivacyConcerns #ProfessionalBoundaries