This is a common misconception especially among job applicants with unsavory online habits. They assume that recruiters won’t check out their social media profiles. Although this may have been true in the past, recruiters are now sensitive about employees’ online behavior. They know this can impact their brand in one way or another.
Currently, most background checks focus on criminal records, education or previous employment. However, some recruiters now ask background vendors to perform social media background checks and comb through applicants’ social media profiles. Any questionable behavior such as abusive or profane posts and indecent pictures or videos can cause them to reconsider their hiring decisions.
In a nutshell, those are the six most common pre-employment background check misconceptions. For employers, some of the misconceptions (e.g. about criminal records and the power of applicants) can create avenues for getting sued. For job applicants, some of the misconceptions (e.g. about lying in resumes, and social media profiles) can cause them to engage in behaviors which can reduce their chances of getting hired. Therefore, both employees and job seekers need to seek factual information about pre-employment background checks.