The convergence of security concerns after 9/11 and the online data revolution have expanded access to reliable background checks outside of large corporations. Today, nearly 80% of all employers, large and small, screen job applicants in some form before hiring.

Pre-employment social media background checks must be conducted carefully and in accordance with privacy laws and regulations. Information, such as a social media history check, requires the written consent of the applicant in accordance with the Fair Credit Reporting Act.

Social media background checks and reference checks are the most common background checks, but solutions vary by industry and specific job requirements. For example, will the candidate be involved in cash transactions or money management? A social media background check is designed to check whether an applicant is truthful about their online activity, toxic or obscene language, etc.

Most importantly, our social media background checks are compliant and remove protected class information such as race, color, age, gender, religion, disability, etc. You get the information you need to take more effective hiring decisions while protecting the candidate's right to privacy. And everything is delivered quickly and inexpensively.

5 mins. We proudly claim the fastest turnaround times in the industry for social media background checks.

Read the Pricing page.

Yes. Some state laws and the Fair Credit Reporting Act (a federal law that governs who is allowed to access your consumer report information and how it can be used) generally require written or electronic consent from the job seeker before contacting a third party verification company such as IqSoc for conducting any search, history check or referral check.

Our automated social media screening technology applies appropriate content filters in accordance with state and federal laws. In addition, we provide regular updates to state law.

No, it's best to make a job offer before starting the pre-employment background check. It is important to know that while the FCRA does not restrict background checks after a job offer is made, some state laws may do so. Unless restricted by your state's laws, we recognize that it is a good idea to make a job offer prior to starting a background check.

This question is best left to the discretion of your lawyer. There are many differences between various state and industry laws. However, your industry and job requirements will likely give you a good starting point.