Role Based Profiling
Online Social Profiling and Screening
profiling looks into the
background trails left online by individuals and summarises online
behavioural traits in a
have become essential to reduce business disruption, employee churn,
re-recruiting costs and – in extreme cases – damage to your brand.
What will an SP-Index role-based profile report
The online background check report considers factors pertinent to the employer, for example:
- Negative comments about employers and brands.
- Bullying or harassment.
- Appropriate use of language.
- The nature of imagery posted.
- Consistency of factual information across multiple sites.
- An individual’s visibility landscape reflecting their privacy
the category of online areas in which they appear.
Specific details of online postings and other information is never extracted
and given to the employer. The data is only used for determining the individual’s
profile which enables the employer to remain compliant.
A sample report is available to illustrate what a
report contains and how an employee social media check works.
I carry out social media background checks in-house?
Manually checking the
profiles behind each CV is incredibly time-consuming, prone to human error –
and is likely to breach human rights legislation.
Although it is legal for you to read about a person on social media sites, it
divulges protected characteristics about them which could put you at risk of discriminating
against them. SP-Index
provide you with all the information you need to support well-informed decisions
about your potential risks, without breaching legislation or regulations.
What’s the value of online social profiling?
SP-Index reports evaluate each candidate’s online cognitive style and profile
against your organisation’s requirements,
values and culture. Research
indicates that the some of the characteristics highlighted in these
checks are likely to be demonstrated in the workplace.
These simple and cost-effective
can help prevent minor slip-ups – as well as major media disasters by highlighting
the need for training or improving the quality of talent sourcing during your