Screening job candidates through social media – it’s a growing trend but not one without its share of controversy. Employers face a dilemma regarding whether or not to adopt the practice and the accompanying legal risks when social media is used inappropriately.

HR professionals are invited to attend a free webcast from EmployeeScreenIQ, the leading global provider of background screening services, and hear both sides of this challenging issue. Scheduled for June 4 and titled, “The Risks and Rewards of Screening Job Applicants through Social Media,” this highly topical webinar will address four essential legal considerations when screening through sites such as Google, LinkedIn, Facebook and Twitter – privacy, discrimination, accuracy and negligent hiring. An all-star panel of industry experts will lead the discussion:

On April 25, Dietrich sent out an email — she called it a birthday card, in light of the EEOC anniversary. In it, she quotes a report from EmployeeScreenIQ, a Cleveland company that conducts background checks. The company surveyed employers in December and January. Of the 992 that responded, 68 percent had reviewed their employment practices as a result of the EEOC guidelines. Of them, about half made changes to their policies.

“This news is both heartening and challenging,” Dietrich wrote. “As a result of the guidance, large segments of the nation’s employers have confronted their criminal background screening practices and made changes (which almost certainly are positive ones for people with criminal records). But a significant number of employers remain in the dark.

Having a criminal record or lying on a résumé aren’t quite the hiring deal breakers you might think, new research shows.

A study by background-check provider EmployeeScreenIQrevealed that more than 70 percent of businesses said less than 5 percent of candidates with criminal records are not hired due to their indiscretions.

EmployeeScreenIQ queried nearly 1,000 human resources professionals for its fourth annual survey of U.S. based employers, which looks at how companies use background checks to make hiring decisions in a climate of rapidly evolving employment laws and the ongoing specters of workplace theft, violence and negligent hiring litigation.

The 2013 survey report, “Employment Screening Practices and Trends: The Era of Heightened Care and Diligence” indicates most HR professionals are screening candidates conscientiously, conducting responsible background checks, auditing providers and educating themselves on key privacy and hiring issues. The 22-page report examines potentially explosive concerns facing employers, including the impact of criminal records on hiring, the use of social networking in screening, the implications of new EEOC guidance and the practice of asking candidates for self-disclosure of criminal records.

992 individuals representing a range of U.S. organizations completed the survey. The complimentary report is available for download here.

A majority of HR professionals who responded to a recently released survey are screening candidates in a conscientious manner, auditing providers and educating themselves on legal-compliance issues.

The survey report, Employment Screening Practices and Trends: The Era of Heightened Care and Diligence, was conducted by EmployeeScreenIQ, a provider of background-screening services that is accredited by the National Association of Professional Background Screeners.

The report tracks employers’ attitudes and actions regarding the impact of criminal records on hiring, the use of social networking in the screening process, the implications of new Equal Employment Opportunity Commission (EEOC) guidance and the practice of asking candidates to disclose criminal records.

“The overarching takeaway from this survey is that employers seem to be screening and hiring candidates in a responsible, acceptable and legally compliant fashion,” said Nick Fishman, chief marketing officer at EmployeeScreenIQ, in a press release. “While this heightened level of care and diligence is partially due to the amplified risk of lawsuits, there are other factors at work, including the negative impact on morale and performance, the loss of reputation and the damage done to the employment brand when ineffective screening practices let poor candidates through the door.”

There are so many legal pitfalls to avoid when using social media in the candidate sourcing and screening processes, some HR professionals might wonder whether it’s worth all the trouble.

The answer is yes—if it’s done carefully. Social media can significantly expand the universe of applicants and shed valuable light on job candidates—when a disciplined approach is used, experts say.

Laws and regulations tend to lag behind changes in the worlds of social media and HR, but sound social media policies can help keep hiring and screening practices viable. In addition, they can help organizations remain competitive for top talent.

“The benefits of using social media in recruiting are clear,” said David S. Baffa, a partner with Seyfarth Shaw in Chicago. Although it’s true there is a potential for costly lawsuits against employers who misuse social media, “most of the stuff you hear about potential risks, I haven’t seen it play out in litigation.”

From criminal records searches to social media, the hottest issues in the background screening industry take center stage in “Quick Takes,” an entertaining and informative new video series from EmployeeScreenIQ debuting this week. A familiar newsroom feel and lively, unscripted dialogue power Quick Takes as EmployeeScreenIQ experts tackle timely issues dominating the news and offer viewers candid advice on handling these HR hot potatoes. Approximately seven minutes in length, Quick Takes are available for viewing on the EmployeeScreenIQ website.

Each month, Quick Takes will explore an issue currently vexing the HR industry. The series premieres with “Your Applicant’s Criminal Past: Does it Matter?” CEO Jason Morris, Executive Vice President Nick Fishman and Angela Bosworth, Vice President and General Counsel go in-depth regarding “ban the box” – the effort by the Equal Employment Opportunity Commission (EEOC) to eliminate the option (or box) on job applications that asks candidates if they have ever been convicted of a crime. Employers will learn what they need to know about this controversial issue and the legislation surrounding it.

Another piece of encouraging news comes from EmployeeScreenIQ’s trend survey. Among the nearly 1,000 human resource professionals surveyed, 71% say that in only 5% of instances or less is a candidate with a criminal record not hired. Qualifications, references and interviewing skills are ultimately more important than an applicant’s criminal past.

EmployeeScreenIQ queried nearly 1,000 human resources professionals for its just-released, fourth annual survey of U.S. based employers. The new report looks at how companies use background checks to make hiring decisions in a climate of rapidly evolving federal and state employment laws and the ongoing specters of workplace theft, violence and negligent hiring litigation.

The 2013 survey report, “Employment Screening Practices and Trends: The Era of Heightened Care and Diligence” indicates a majority of HR professionals are screening candidates in a conscientious manner, conducting thorough and responsible background checks, auditing providers and educating themselves on key privacy and hiring issues. The 22-page report examines a variety of potentially explosive concerns facing employers, including the impact of criminal records on hiring, the use of social networking in the screening process, the implications of new EEOC guidance and the practice of asking candidates for self-disclosure of criminal records, which has spawned the current “ban the box” debate.

Today’s precarious hiring environment leaves little room for error. With a seemingly endless stream of legislation passed at the federal and state levels and discrimination lawsuits mounting, employers conducting background checks must be on top of their game. EmployeeScreenIQ’s fourth annual trends survey indicates the industry is up to the challenge.

HR professionals are invited to attend a free webcast from EmployeeScreenIQ, the leading global provider of employment background screening services, and discover how nearly 1,000 of their industry peers are evolving their screening practices to satisfy new regulations while balancing the pressing needs of their organizations. Attendees will also pick up some practical tips from the experts for handling challenging hiring situations. The webinar, scheduled for February 28 and titled, “992 Heads Are Better than One: HR Industry Attitudes and Opinions on Background Screening Compliance,” will offer attendees a first look at the results of the company’s much-anticipated 2013 trends survey, which polled 992 U.S.-based employers regarding their use of employment background checks.