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Ceo Update Aug Sep 2011
1. CEO BRIEF
A PUBLICATION OF SANFORD ROSE ASSOCIATES – DALLAS NORTH
August/September 2011 Route to:
Social Intelligence
Compulsory due diligence
IT’S PEOPLE WHO MAKE THE DIFFERENCE
In May of this year, the FTC gave a green light
I n a recent New York Times article, the top-
for third party companies to run a different
kind of background check – your Internet and
social media background complete with a 7
ic of providing Social Media Audits for new year history.
hires was addressed. Most of us understand
that social media is all about networking, Consider why it might be a good idea to have
sharing, being authentic and building rela- a Social Media Audit done for your next new
tionships; however, the limits continue to get hire. These audits screen for a handful of
tested and sometimes people take sharing a things that you would more than likely want
little too far. We have all witnessed the fiasco to know before making a hiring decision – not
of Congressman Anthony Weiner. In addi- only the negative aspects such as if the candi-
tion to its many benefits, social media has also date had a history of aggressive or violent acts
brought down the powerful and the not-so of behavior, unlawful activity, discriminatory
bright. But, can it be used as a tool to help us activity (for example, making racist state-
make better hiring decisions? In a nutshell, ments), or any sexually explicit activity, but
yes! also positive facets such as; how active is the
For the most part, companies conduct a stan- candidate in their chosen clubs or charities;
dard, pre-employment background check on are their blogs, public speaking or external
all new hires as part of their pre-employment engagements received positively and fol-
due-diligence process. These background lowed by an industry audience; and are they
checks typically include past employment an industry thought leader.
verification, credit score, and criminal history
The bottom line is that these kinds of services
checks. The type of information included in a
provide information that is valuable and ac-
background check depends to a large degree
tually makes a lot of sense in providing
on the sensitivity of the job the candidate has
another datapoint for screening candidates.
applied for. For example, somebody seeking
Certainly employers would be remiss not to
employment at a minimum wage job would
“Google” job candidates for example, before
be subject to fewer requirements than some-
making an employment offer. Today, there
body applying to work in law enforcement or
are more comprehensive tools available than a
jobs related to national security and defense.
simple web search. Many companies agree
And of course, some senior executive place-
it's far better for the employer to have an all-
ments require a more comprehensive back-
inclusive background check that includes a
ground check that utilizes the services of pri-
full-scrape of social media activities and on-
vate investigating firms.
line communications before making a deci-
sion or an offer to a candidate.
1 A PUBLICATION OF SANFORD ROSE ASSOCIATES – DALLAS NORTH |