Social Media 23 Launches Social Media Screen Service
ANNISTON, Ala. (PRWEB) April 10, 2019 -- Social Media 23 has launched their permission-based, software-driven social media screening service designed to reduce the risk of hiring managers and HR professionals making a bad hire. By mitigating social media risk organizations can reduce cost, protect their reputation, and prevent brand damage.
“In the past, background screening ignored social media. While candidates were vetted in many areas, social media was not one,” reports Alan Medders, one of the founders of Social Media 23 (SM23) and Higher Education Leadership Search (HELS). “We became aware of the screening gap at HELS and resorted to manual screening that was cumbersome and required a lot of time and effort. We needed a better solution for social media screening, so we developed an intelligent, software-based solution.”
Social Media 23 partnered with the College of Computer Science and College of Business at the University of Alabama – Huntsville to develop this patent-pending software that allows for an in-depth screening of candidate’s social media platforms.
This solution now available through SM23 uses a permission-based approach to go beyond publicly available social media activity. The person’s social media history is categorized and scored. The software groups material into five categories: Guns and Violence, Discrimination, Sexual Harassment, Drugs and Alcohol, and Obscenity.
The hiring organization is shielded from the actual social media posts, and potential claims of bias, because the SM23 solution returns a report scoring the social media activity based on sentiment, not the actual content (unless otherwise requested). The score indicates the risk associated with the candidate in the categories of social media activity and can be compared against others in the same organization or externally against similar positions or general populations. Medders states, “The score and comparison provide a measure of risk, which may be an element of the hiring decision. If two equal candidates are available, but one has much higher social media risk scores, the hiring manager may decide the less risky candidate is preferred”.
“All candidate scores reviewed by the software are aggregated to develop a national average as well as one for the organization for internal and external comparison,” added Medders.
Besides individual candidate social media screening, the company is also piloting social media monitoring, a solution for the on-going screening of an organization’s employees or college/university student-athlete social media behavior.
About Social Media 23
Social Media 23 is the only permission-based social media evaluation service that allows hiring decision-makers to move forward with candidates secure in the knowledge that social media risk has been measured and evaluated. With the candidate's permission, the software systematically reviews the content throughout the multiple categories against a customizable dictionary of potentially offensive language and behavior, develops a comprehensive score and weighs the social media history of a candidate. An analyst then evaluates the report for accuracy and context. Social Media 23 offers social media screening, continuous monitoring, and social media policy consulting.
Alan Medders, Social Media 23, http://www.socialmedia23.com, +1 (256) 473-7623, [email protected]
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