Public social media profile review for pre-employment background checks. AI analysis of publicly available content with Fair Work Act compliance. Structured, defensible, and discrimination-aware.
Overview
Social media screening is the review of a candidate's publicly available social media profiles as part of the pre-employment background check process. When conducted in a structured, compliant manner, it can surface information relevant to professional conduct, workplace values alignment, and reputational risk.
Ad-hoc social media searches by hiring managers carry significant legal risk. Viewing protected information — a candidate's age, religion, political views, pregnancy, disability, or racial background — can constitute grounds for discrimination claims under the Fair Work Act 2009 and state anti-discrimination legislation if the candidate is not selected. A structured process with AI filtering addresses this risk by separating protected characteristics from employment-relevant content.
Refchecks delivers social media screening as a structured, audited process. AI analyses public profiles and presents only employment-relevant findings (professional conduct, workplace misconduct, serious value misalignment) to the employer. Protected characteristics are filtered out. A full audit trail supports defensible decision-making under Australian employment law.
What's Included
Analyses publicly available content across major platforms. Only public posts and profiles are reviewed — private content is not accessed.
Protected characteristics (age, religion, pregnancy, disability, race, political views) are filtered before results reach the employer. Reduces discrimination risk in the hiring process.
AI filters results to surface only findings relevant to professional conduct, workplace misconduct, or serious reputational risk. Irrelevant personal content is excluded.
Every screening is documented with timestamp, platforms searched, AI analysis methodology, and findings. Supports defensible decision-making and HR record-keeping.
Only public information is reviewed. Screening methodology complies with the Privacy Act 1988 and applicable state privacy legislation.
Process
The employer obtains candidate consent for social media screening as part of the background check authorisation. This is documented in the Refchecks system.
The system identifies the candidate's publicly accessible social media profiles using provided identifiers (name, known username, location).
AI analyses public content for employment-relevant findings. Protected characteristics are identified and filtered before results are presented to the employer.
The employer receives a report of employment-relevant findings only, with an audit trail of the methodology used. The report is suitable for HR compliance documentation.
Turnaround & Pricing
Turnaround Time
Under 30 minutes
Per screen
From $30
Includes multi-platform public profile search and AI analysis.
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