Measures being taken to make online dating safer

Posted on April 5, 2012 by VerifyProtect.com

Last month three of the largest online dating websites – eHarmony, Match.com, and Spark Networks – along with California Attorney General Kamala D. Harris issued a Joint Statement of Key Principles of Online Dating Site Safety, in which they espoused the importance of background checks on dating website members in an effort to avoid making dating site members vulnerable to sexual predators. The statement also aims to protect online dating website members from identity theft and scams.

Last week the Illinois Senate passed legislation that would require online dating websites that offer services in Illinois to clearly disclose whether or not they conduct criminal background checks on all members. The bill also would make it so online dating sites must disclose whether they admit members who have criminal records, and use government databases, including criminal court records and sex offender registries.

If it passes, those who are found to be in violation of the law could be fined up to $50,000 per violation. The measure, just like the joint statement issued last month, is indicative of a trend in social networking and online dating – where people often get to know each other before they even meet face to face – to take more precautions to make sure members are kept safe.

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Does Your Company Have A Social Media Policy For Employees?

Posted on August 10, 2011 by VerifyProtect.com

Everyone’s talking about social media background checks as the next trend in employment screening. Companies already are popping up to probe into the personal Internet profiles of job applicants. While this type of pre-employment screening can in some cases be useful, there are thorny privacy issues and potential issues with bias and discrimination.

What if a social media background check on someone turns up nothing illegal but something an employer deems to be unsavory or simply in poor taste. Will their view of the applicant be unfairly skewed based on something that has nothing to do with the applicant’s ability to perform the job he or she has applied for?

The first step an employer should take when contemplating the implementation of some sort of social media background check for employees (current or prospective) is to take a look at the company’s internal social media policy. Do you have one? According to a recent survey, nearly half of all businesses do not have social media and networking policies in place, despite the fact that 76 percent use social networking for business purposes. The survey, conducted by Proskauer’s International Labor & Employment Group, was of more than 120 multinational employers.

If your company doesn’t have a social media policy, now’s the time to get busy crafting one. Set down some social media standards that employees are expected to adhere to, and have every employee sign a written copy of the policy. Having set standards for employees will give an employer a more objective way to screen potential employees using social media in the future.

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Employers Need to Have Social Networking Policies in Place

Posted on January 28, 2011 by VerifyProtect.com

Can an employer refuse to hire someone who passes a background screening if, upon reviewing the applicant’s social networking habits, he or she is deemed to be “not right”?

Though the majority companies would assert that they do, in fact, have the power to refuse to hire someone based on that person’s Facebook, Twitter, YouTube or MySpace rants, they should absolutely discuss the legality of such matters with an attorney to be sure they are protected.

In fact, a recent Wall Street Journal article urged companies to tread carefully when refusing to hire someone because of their social networking footprints OR when firing a current employee for the same reasons. Without a social networking policy in place beforehand, any business that does so risks litigation.

Now, this isn’t to suggest that perusing an applicant’s social networking comments can’t be included as part of the decision to hire… or not to hire. Under most circumstances, it’s completely reasonable to see what a potential worker is like in a “relaxed” or “unguarded” atmosphere. But other items, such as background screening results, should always be taken into the deliberation process, too.

If your organization doesn’t have a written policy regarding how you can use social networking in the job application and/or firing process, it’s time to put one together. After all, social networking isn’t going away and is only likely to become a stronger part of the way business and personal life is conducted.

Think Twice before Hitting That “Friend” Button

Posted on November 24, 2009 by VerifyProtect.com

You’re on Facebook just like millions of others around the globe. So when an employee invites you to be “friends”, your first instinct is, “Sure! Why not?” But is that really the best decision?

Social networking is becoming a bit of a conundrum for managers, especially those who are in positions of significant power at their organizations. For instance, if your “Facebook Friend” doesn’t pass a random drug screening, are you going to be less likely to take swift, zero-tolerance action?

Though most supervisors and VPs confidently assert that they can separate work when needed, it’s becoming harder and harder to discipline employees if you are communicating via social networking. After all, how easy is it to fire someone with whom you regularly IM, text and/or tweet?

Many companies have now begun to institute policies regarding social networking, but there’s always going to be a gray area. Just make sure that you contemplate the potential downside of accepting a colleague as a “friend” before making that leap.

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Social Networking Site Perusal Isn’t an Accurate Method of Background Screening

Posted on June 30, 2009 by VerifyProtect.com

You’ve just interviewed a really amazing young professional. She possesses every quality needed to fill the job. Now, you’re spending some time verifying her credentials by popping over to her LinkedIn, Facebook and Twitter pages. All seems to be simpatico with what’s on her resume, so you feel ready to hire her.

Whoa! Hold your horses! Though social networking sites may be all the rage, they are hardly an accurate method of background screening. After all, anyone can say anything in cyberspace — there are no police there to say, “Hey you! On your LinkedIn profile it says you worked for Company QRS… that’s not true!”

Although there’s nothing wrong with getting a feel for a job candidate by doing some online investigating, it’s best to leave the nitty gritty elements of background screening to professionals in that field. That way, you can be assured that you aren’t getting “snowed” by a web-savvy contender for your job opening.

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