Background checks are conducted during recruitment to ensure employers make informed decisions regarding potential candidates. These screenings provide information regarding employment history, criminal records, and more.
Background checks paint a picture of the type of candidates available to employers. Job seekers are eager to keep a clean record, but are also unsure how far into their personal life these screenings extend.
So much of our personal information is made available to employers, so it’s reasonable to wonder whether your search history appears on background checks. Learn how much information background checks cover and how your search history is affected.
Job seekers want to portray themselves accurately online, so they may worry about their search history appearing in background checks. Private information is not included in background checks, meaning they don’t include search history. Someone would need your account password to access your search history.
Why Is Search History Not Included in Background Checks?
Background checks are concerned with publicly accessible information. Your browser search history is private, and gaining access to information not in the public sphere infringes on that privacy.
While search history doesn’t appear in background checks, privacy protection measures are still advised. Experts recommend that you delete data that search engines gather about you and clear your browser history if you’re concerned for your privacy.
If you use a public WiFi network, the administrator can see your browsing information. Your internet provider can access your location and the pages you visit. There are many ways that your private activities can be accessed. A good rule of thumb is if you wouldn’t say or do something in real life, don’t say or do it online.
How Digital Footprints May Affect Background Check Results
Social Media
Social media isn’t typically included in a background check, but employers may choose to search a candidate’s social media to gain an impression of that person. Social media is a significant part of people’s lives and can provide insight into one’s behavior.
Job seekers must be wary of what they post and how their online activities can affect their professional persona. Employers cannot make a hiring decision based on race, ethnicity, or gender. They can, however, make decisions based on alarming content, including but not limited to hate speech, threats, and drug-related content.
Social media is a helpful way to verify work and education history and ensure your team shares similar ideals and world views. However, while not illegal, hiring based on political beliefs can raise ethical concerns.
Many argue that social media does not reflect a person’s ability to do a job, and sometimes, what is posted online varies from how a person behaves in the real world. Social media screenings can be very time-consuming, especially if multiple accounts with the same name exist. Consider ScoutLogic’s social media background screenings for a thorough and compliant search.
Publicly Accessible Information
Several pieces of personal information are available to the public online. For example, typing in the first and last name of a job candidate in a search engine will yield various results.
Search results can include personal blogs or business pages. Public records, including court cases and property ownership documents, can also be found online.
Employers can use anything posted on these sites to make hiring decisions as long as they abide by anti-discrimination laws. However, these searches sometimes consist of outdated and unreliable information.
Frequently Asked Questions
Do Background Checks Look At Browser History?
No, browser history is private information, and access to it would require a password. However, employers can look at anything publicly available, such as social media and blog posts. If you’re concerned about privacy, consider conducting a search history clearance and reviewing what personal information is publicly available.
Final Thoughts
Background checks uncover essential information that assists employers during recruitment. Criminal history, credit checks, employment history, and education verification are highly valuable in searching for quality hires.
ScoutLogic handles background checks, so you don’t have to. Our extensive programs include criminal searches, driving records, social media screenings, and more. Contact us today to learn more about our background screening services.
David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.
David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.
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