Shortly before the start of the new year, there was a significant incident underscoring the importance of conducting social media checks that occurred when an SABC employee created a stir on social media while flying with Safair.
The woman’s controversial actions garnered massive public condemnation and sparked widespread discussion, bringing the focus back to employer responsibility in monitoring the digital footprints of their employees and ensuring that the behaviour of potential employees reflects well on the company.
In this case, the employee actually stated during the altercation that she worked for the SABC and would ensure that the incident (from her perspective, we assume) would be broadcast so as to publicly shame FlySafair. The SABC had to put out a press release stating that this is a former employee (as of now) and that she had no say in the news published. Ironically, her former job designation was as the Brand Manager of the SABC… This makes this incident doubly embarrassing for the SABC as she is the person responsible for handling situations such as this.
The only reason this behaviour was noticed by the broadcaster was due to the massive stir caused. Most employee behaviour will not go viral, making monitoring social media footprints so important. This illustrates that employees’ online actions can have substantial repercussions for their organisations. It demonstrates that what employees share on social media can affect their employer’s reputation and brand image, bringing the necessity of social media screenings into sharp focus.
HR professionals have a responsibility to protect their organisations from potential future issues associated with hiring decisions. Social media profiles can provide employers with insights into a candidate’s character, behaviour, and professionalism. By performing due diligence in this area before extending job offers, companies can safeguard their reputations and prevent costly hiring mistakes.
Employers need to recognise the importance of assessing several key areas through social media evaluations:
- Identifying Red Flags: Employers look for extreme views, inappropriate content, or any indication of potential red flags such as criminal behaviour, hate speech, or discriminatory remarks.
- Cultural Fit: Understanding a candidate’s social media presence can provide insights into their values and beliefs, helping employers assess whether the individual aligns with the company culture.
- Professionalism: Assessing how candidates present themselves online offers clues about their professionalism. This evaluation can include examining their communication style and how they engage with others.
For organisations considering the integration of social media checks into their employee screening processes, a professional company should be used to ensure legal compliance in all aspects of employee screening.
Incorporating social media checks into employee screening policies can significantly enhance the hiring process, particularly for positions that require lower levels of experience. By carefully evaluating candidates’ online presence, organisations can protect their brands, foster a positive work environment, and reduce the chances of costly mis-hires.
Incidents like the SABC employee’s social media stir demonstrate the potential consequences of unmonitored online behaviour, highlighting the need for companies to actively manage their employees’ digital footprints. As the job market continues to adapt, leveraging social media checks ensures companies attract candidates who are not only qualified but also a great fit for their culture and values.
