1. Digital tools are changing the background-checking process. Employers are Googling applicants or checking Facebook and LinkedIn, and what theyre finding isnt always pretty. One candidate described his interests on Facebook as smoking pot and shooting people. The student may have been kidding, but didnt get the job.

An article called Funny, They Dont Look Like My References notes that the new LinkedIn premium service Reference Search lets employers identify people in their own networks who worked for the same company when a job candidate did, and thus use them to get references on the candidate.106 According to LinkedIn, you just select Reference Search, then enter a company name, candidates name, and the timeframe, and click search. Employers are integrating such tools with software solutions such as Oracle/Taleo Verify to facilitate obtaining such information and then integrating it into the candidates dashboard-accessible profile. Web and social media background searches can be problematical. While applicants usually dont list race, age, disability or ethnic origin on their rsums, their Facebook pages may reveal such information, setting the stage for possible EEOC claims. Or, an overeager supervisor might conduct his or her own Facebook page background check. In any case, its probably best to get the candidates prior approval for social networking searches. And do not use a pretext or fabricate an identity. Maryland law restricts employer demands for applicant usernames and passwords. Other states will undoubtedly follow. The solution isnt necessarily to prohibit the legitimate use of social media based information (unless perusing such information is illegal under the law, as in Maryland). Instead, follow intelligent social media staffing policies and procedures. For example, inform employees and prospective employees ahead of time regarding what information the employer plans to review. Assign one or two specially trained human resource professionals to search social media sites. And warn unauthorized employees (such as prospective supervisors) about accessing such information.

Review your Facebook or other social media site. How do you think a Prospective employer would react to what youve had posted there?