General (9)

There are numerous ways to constuct your code of conduct. The policy should be based on your organizations behavior policy or similar code of conduct but further define acceptable and unacceptable online behavior. See more here: Lessons Learned While Building SM23’s Social Media Code of Conduct

There are several types of content that should be identified in your Social Media Code of Conduct (SMCC)

  • Sexual activity
  • Illegal activity (i.e., drug paraphernalia, underage alcohol use dangerous alcohol consumption, etc.)
  • Derogatory or threatening comments toward fellow employees, clients and other people in general
  • An activity that could endanger the well-being of an individual
  • Negative comments about the organization. 

There are three things we recommend that will reduce your risk regarding a candidate’s social media history and behavior.  1.  Perform social media screenings.  2. Shield decision makers from the appearance of bias. 3. Be consistent.   For more information on this subject, see this article.

Social Media 23 does have a continuous monitoring process that can monitor groups of profiles. The process establishes a baseline analysis and then performs periodic analysis to gauge changes from previous reviews or baselines. This monitoring process can be used for existing staff and employees or groups where membership requires adherence to a code of conduct and behavior.

Currently Facebook, Instagram, and Twitter are analyzed using the Social Media 23 automated screening solution. LinkedIn will be added in the near future and we current review LinkedIn posts manually.

Yes. Social media usage is universal and full of risk for your organization and brand. CareerBuilder has reported that 57% of survey participants have found social media behavior that caused them not to hire a candidate. See more on this topic in this post.

Yes. Social Media 23’s process shields the HR and hiring manager from bias by eliminating the viewing and reading of social media posts. The HR and hiring manager will be presented with a report of the aggregate social media risk of the candidate, not that actual social media post. This reduces the opportunity for unconscious bias. See this Post for a deeper discussion.

No.  Social Media 23 is a customizable software-based solution that produces data and information for analysis.

Social Media 23 uses a permission-based approach to analyzing social media activity. We do not require the password for any accounts. We use a proprietary, patent-pending software solution to analyze social media posts and sentiment.

Policy (3)

There are 3 major benefits to having a social media code of conduct or policy. First, Protection from legal trouble, security risks, intellectual property exposure, and brand damage.  Second, Protection from conflicts arising from personal use of social media.  Third, Protection from inappropriate online behavior of staff.  For more information on this subject see: 3 Benefits of a Social Media Code of Conduct

There are numerous ways to constuct your code of conduct. The policy should be based on your organizations behavior policy or similar code of conduct but further define acceptable and unacceptable online behavior. See more here: Lessons Learned While Building SM23’s Social Media Code of Conduct

There are several types of content that should be identified in your Social Media Code of Conduct (SMCC)

  • Sexual activity
  • Illegal activity (i.e., drug paraphernalia, underage alcohol use dangerous alcohol consumption, etc.)
  • Derogatory or threatening comments toward fellow employees, clients and other people in general
  • An activity that could endanger the well-being of an individual
  • Negative comments about the organization. 

Privacy (2)

No.  Social Media 23 is a customizable software-based solution that produces data and information for analysis.

Social Media 23 uses a permission-based approach to analyzing social media activity. We do not require the password for any accounts. We use a proprietary, patent-pending software solution to analyze social media posts and sentiment.

Process (5)

There are three things we recommend that will reduce your risk regarding a candidate’s social media history and behavior.  1.  Perform social media screenings.  2. Shield decision makers from the appearance of bias. 3. Be consistent.   For more information on this subject, see this article.

Social Media 23’s risk reports produce a composite score based on analysis of sentiment in five (5) categories: Alcohol and Drugs, Discrimination, Guns and Vilolence, Obscenity, and Sexual Harrasment.

Currently Facebook, Instagram, and Twitter are analyzed using the Social Media 23 automated screening solution. LinkedIn will be added in the near future and we current review LinkedIn posts manually.

Social Media 23 uses a proprietary and patent-pending software solution to analyze social media activity and sentiment. This analysis produces a customizable report that allows our customers to measure social media risk.

Yes. Social Media 23’s process shields the HR and hiring manager from bias by eliminating the viewing and reading of social media posts. The HR and hiring manager will be presented with a report of the aggregate social media risk of the candidate, not that actual social media post. This reduces the opportunity for unconscious bias. See this Post for a deeper discussion.

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