A: Asking your internal staff to conduct Social Media Background Checks is risky, since all needs to be in compliance with a long list of federal and state law. For example, if more time is inadvertently spent investigating one protected group over another – this could be a problem. Or if public posts or photos reveal certain other information “the bell cannot be unrung” and this could lead to claims of hiring discrimination. Reports from a third party generally insulate your firm or institution from these problems.
Q: Can a recruiter or employer conduct a Social Media Background Check directly; why do we need Social61 in the middle?
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