Corra Group Now Offers Social Media Background Checks for Employment Screening

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Corra Group Social Media Searches are compliant with the FCRA and will scan the internet and social media sites for both positive and negative information.

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“General employers use it, of course,” said Corra Group Co-Founder Nick Gustavson. "Advertising agencies use these reports to filter candidates for their focus groups. Television production companies have been using it for their reality shows."

Corra Group is now offering Social Media Background Checks. The new background checking instrument is FCRA compliant and enables employers to navigate the complicated legal landscape of social media with clear, consistent, and insightful results.

     The special software utilizes a combination of automated and manual review processes. The program ignores information that is not legally allowable in the hiring process, such as the “protected class” characteristics defined by federal anti-discrimination law. The final report does not contain data concerning race, religion, national origin, age, sex, familial status, sexual orientation, disability status and other information not allowed to be used as decision points.

     “It is a terrific background checking instrument for those employers seeking to identify any red flags that originate from the job applicant’s social media postings,” said Nick Gustavson, Corra Group Co-Founder. “It is also a good instrument for business research.

     “For employment screening, the social media search will reveal the negatives about an applicant,” said Gustavson. “This is not to weed out the less conventional character with excellent skill sets, but the candidate with serious issues an employer would like to know about in advance. “We have seen some real doozies, where the candidate’s posts are explicitly sexual, racial, or misogynist, or where threats of violence are really alarming.”

     Gustavson pointed out that different employers have utilized the social media background search for a variety of reasons. “General employers use it, of course,” said Gustavson. “But we have advertising agencies using these reports to filter candidates for their focus groups. Television production companies have been using it for their reality shows. And then the financial entities such as private equity groups will use the social media search to ascertain a candidate’s history, legal or otherwise. Employers want to see if their job applicants have disparaged any past employers or managers or otherwise stirred up any rancor.

     “We offer two levels of social media background searches,” said Gustavson. “The comprehensive search provides employers with a complete detailed view of a candidate’s user-generated information that matches the pre-defined employer criteria. The search reports up to five negatives.

     “The executive search is the top of the line,” said Gustavson.” This detailed report contains all information that is found online on the candidate. It delivers non-user generated content such as media hits in addition to the already included pre-defined employer criteria.”

     In order to conduct a social media background check, the employer must obtain a signed consent form from the employment candidate. The candidate will never be asked for his passwords to his Facebook or any other social media account.

     BACKGROUND: Corra operates as Corra Group and specializes in pre-employment and corporate research and investigation. It is one of the few companies that will answer the phone. You can review the website at http://www.corragroup.com.

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Gordon Basichis
Corra Group
(310) 524-9800 202
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