Social Media Background Check for Employment
Uncover important elements of your candidate’s history with fast, compliant social media background checks. Social Media Screening FAQsTalk to Sales
A Risk You Can’t Take
Why Social Media Screening Matters
Your candidates’ online presence can signal real-world risk or poor culture fit. A social media background check adds context your team can’t see in interviews or resumes. This helps hiring managers make consistent, documented hiring decisions. With structured social media screening for employment, you can reveal job-relevant red flags while avoiding the pitfalls of ad-hoc social media searches.
Keep aware of important misconduct:
- Hate or harassment
- Threats and violence
- Fraud
- Illicit activity
- Racism or intolerance
Want to make social media screening easy and legal?
Don’t Become the Next Headline
Because Modern Hiring Happens in Public
Who you hire becomes who you are. Hiring choices impact culture, brand image, reputation, and financial success. Social media checks are a key part of your risk mitigation strategy.
- Protect your reputation against risky employees
- Safeguard your people and your culture from harm
- Avoid splashy headlines from negligent hires
- Minimize financial risk
- Combat insider threats to your security
A Guide on Social Media Background Checks
Understand the whys & hows of social media checks with this quick overview
Choose a Trusted Partner
Keep Social Media Screenings to the Experts
Today’s social media sites and content formats evolve fast. Unstructured Googling exposes reviewers to protected information and creates inconsistent decisions. A standardized social media background screening approach gives you a repeatable process, clear categories, and evidence you can review — without turning your team into investigators.
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Legal and compliance risk. DIY social media searches expose protected class information, increasing the risk of discrimination claims.
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Inconsistent results. Manual searches vary by reviewer, platform, timing, and search terms, leading to incomplete or biased outcomes.
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Time and resource drain. Conducting thorough, repeatable searches pulls recruiters and HR teams away from higher-value work.
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No clear audit trail. Informal searches don’t provide the reporting, records, or transparency needed to support hiring decisions.
%
of employers review candidate’s social media profiles (The Harris Poll)
Get the answers to your questions about social media checks and other background screening needs.
How We Support You
How Social Media Background Checks Work with InfoMart
Our social media background check services analyze publicly available content a subject posts, likes, or reposts across platforms such as X, Meta, TikTok, Reddit, and Pinterest.
For extra security, we conduct a full open-web media search for adverse information and articles. Results are focused on job-relevant misconduct categories and aligned to a 7-year FCRA scope.
We package findings into an adjudication-ready summary inside your background screening program so your team can act quickly and confidently.
Benefits you’ll feel immediately:
- Consistent compliance over guesswork. Replace manual, informal media checks with a uniform social media background search that supports fair, repeatable outcomes. Exposing your team to protected information like marital status, sexual orientation, disabilities, etc. could lead to legal trouble. With managed social media searches, you avoid that risk entirely.
- Speed with substance. We won’t slow you down. Expect results returned in an average of 1-2 days. Backed by human QA and a report with documented evidence, our social media checks are designed to move pre-employment workflows forward.
- Right-sized coverage. Use for standard pre-employment social media screening, executive hires, or brand-sensitive roles, with optional monthly rechecks where policy requires ongoing visibility.
- Seamless program fit. Add social media checks to your existing background checks — no disruption to your hiring process.
Ready to add a defensible social media background check for employment to your program? Talk to InfoMart to get the whole story.
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What does a social media background check consist of?
Which platforms and sources are included?
How far back do social media background checks go?
Is a pre-employment social screening legal?
How do social media screening results appear, and how are they used?
Does InfoMart offer ongoing social media monitoring?
What is the turnaround time for social media checks?
Which roles benefit most from social media screening?
Are there pros and cons of employers checking social media?
How does this differ from “Googling” a candidate?
What about privacy and fairness?
How do we roll this out responsibly?
Who are the best social media background check companies?
How does social media screening fit with other background checks?
What internal documents do we need for social media screening?
How does social media affect brand safety?
Frequently Asked Questions About Social Media Background Checks
What does a social media background check consist of?
A professional social media check for employment reviews public contant your subject posts, likes, or reposts, plus an open-web scan for adverse media. We categorize job-relevant risks (harassment, violence, fraud, explict content, illegal activity) and provide linked evidence. Reports exclude protected-class data, protecting your team from making biased decisions. This structure is designed to support consistent, criteria-based hiring decisions. Get more info at this introduction to social media background checks.
Which platforms and sources are included?
Coverage spans major social media profiles and the broader open web. This includes X, Meta (Facebook and Instagram), TikTok, Reddit, Pinterest, Blue Sky, and more — plus news, blogs, and forums. This structured media screening captures signals traditional background screening can’t, complementing criminal history checks and verifications.
How far back do social media background checks go?
Our standard scope follows a 7-year lookback. If your policy requires a shorter period, ask our sales consultant how we can customize this search to fit your needs.
Is a pre-employment social screening legal?
When performed as part of a compliant background program and used for employment purposes with required authorizations/disclosures, social media background checks are permissible. Your legal team should review your policy and forms (background check authorization and any applicable social media release form for employees or candidates) to ensure they meet jurisdictional requirements.
How do social media screening results appear, and how are they used?
You’ll receive an adjudication-friendly summary organized by misconduct categories with citations/links to relevant content. We recommend treating these findings like any other background check component:
- asses job relevance, time since the event, and context
- apply your policy consistently
- document outcomes
This helps keep hiring managed aligned and decisions defensible.
Does InfoMart offer ongoing social media monitoring?
We don’t offer real-time monitoring for social media yet. However, if your policy calls for period rechecks, we can schedule monthly rechecks and deliver results to your reviewers. This creates a predictable, regular cadence without 24/7 surveillance. Ongoing social media checks are part of a modern employee background check program.
What is the turnaround time for social media checks?
Turnaround time is designed to be fast so your pre-employment workflow keeps moving. Volume, complexity, and recheck cadence can affect timing, but expect most social media results in one business day.
Which roles benefit most from social media screening?
We recommend social media background checks for the below roles at your company:
- Customer-facing and safety-sensitive roles where misconduct risk is higher
- Executives and brand ambassadors, where reputational impact is significant
- High-trust positions with access to sensitive data, funds, or vulnerable populations
Of course, every company is different, so work with legal counsel to determine how to apply social media screening at your organization. Remember to apply social media background checks consistently; that means if you require it for a particular role, that applies to everyone in that role.
Are there pros and cons of employers checking social media?
Pros of social media screening include better risk visibility, more consistent decisions, a more solid brand protection strategy, and fewer surprises. Cons of social media checks arise when companies use ad-hoc methods that surface protected data or miss context. A standardized social media screening tool mitigates those downsides by focusing on job relevance and evidence.
How does this differ from “Googling” a candidate?
Unstructured media searches can be incomplete, unrepeatable, and expose reviewers to protected information (e.g., sexual orientation, religion, medical status). A professional social media background screening solution masks protected information and applies defined criteria, consistent search methods, and human QA—giving you signal without unnecessary noise.
What about privacy and fairness?
We analyze only public content. Your internal policy should define what’s job-relevant, how long information is considered, and when to escalate. Treat social media findings like any other background component: job-related, consistent, and documented. Clear policy + standardized process = better outcomes for potential employees and employers alike.
How do we roll this out responsibly?
Start with a pilot: pick a role, finalize your criteria, and set a pre-employment screening social media scope. Train reviewers on what to look for, how to weigh time/context, and how to apply outcomes consistently. Measure impact (e.g., reduced post-hire issues, faster adjudication) and expand by risk tier.
Who are the best social media background check companies?
The best background check for social media depends on your use case, risk tolerance, and hiring velocity. Look for social media screening companies that:
- Focus on job-relevant categories with human QA
- Integrate results into your background screening workflow
- Offer clear evidence links and a 7-year lookback
- Support optional rechecks without always-on monitoring
- Search the platforms most relevant to you
If you’re comparing companies that do social media background checks, ask for sample reports and SLAs.
How does social media screening fit with other background checks?
Think of a background check on social media as a complementary layer alongside criminal history, education checks, and employment verification. It fills a gap by evaluating public-facing conduct—something traditional checks don’t capture—so your final decision reflects the full picture.
What internal documents do we need for social media screening?
Coordinate with legal/HR on your background disclosures, authorizations, and adjudication matrix. Some employers maintain a social media release form for employees/candidates where applicable. Keep retention and escalation rules aligned with your overall background policy. Be sure to create a social media policy for your workplace.
How does social media affect brand safety?
Brand and safety risks increasingly originate online. Incorporating social media and employment insights during hiring protects customers and culture, supports policy enforcement, and demonstrates diligence to stakeholders. That’s why it’s important to leave it to the experts: work with social media background check companies for best results.