social media background check Archives

A Private Investigator’s View of Social Media Intelligence

I am pleased to share with you our first guest blog post. It is written by Larry Forletta, owner of Forletta Investigative/ Security Consulting. As a former DEA agent, Larry Forletta has established many resources in the United States and abroad.

Social media investigations have changed the investigative landscape for private investigators.The forensics have been learned through a series of trial and error, utilizing some of the most popular social media platforms in order to gather essential evidence under the laws of collection. Those who work in this department are sometimes referred to as social media
vendors. However, not all social media forensics are the same and they certainly don’t produce the same results every time.

The effective use of social media has aided many investigations already. One investigation that comes to mind is an attempt to extort money from an individual involved with prostitution. By investigating through social media, the individual’s full identity (including name and base of
operations in the U.S.) was able to be identified. This investigative information was then provided to state authorities who were further able to identify the prostitution extortion individual.

It’s quite amazing what people continue to share on social media platforms. Despite the fact that there can be real consequences for what gets posted online, even if it might seem like fun and games, people continue to post sometimes incriminating and hard evidence that can be used against them. Americans spend more time using social media platforms than any other
internet activity, such as email. Most online evidence is compiled manually by an investigator who might screenshot or archive as needed. If something was sent or posted, perhaps even published, then it can be found and used accordingly.

Even when posts are deleted, they never really go away. Emails can be trashed, and accounts can be removed, yet the data and imprint of what has been put online may be able to be resurfaced with a little help. After all, a private investigator is only as good as their resources.

Our primary social media associate is eChatter, an online global source for social media researchers. They are spearheaded by their president, Kathy Doering, and specialize in a multitude of services including deep web searches and dark web searches. They are professional, communicative, and will get the answers that you need.

Every Picture Tells a Story

How to Use it in Your Next Investigation

More than 95 million photos are uploaded to Instagram every day,(as of November 2019). People love to look at pictures in social media and they love to share them. Most Instagram photos are uploaded in the moment of experience, right from a mobile phone. This can be very telling when conducting an investigation around a missing person, a criminal, or even someone who you are trying to serve papers to. Paying attention to the details of the photo is especially helpful. Who are they with? What is in the background? Can you tell what the weather is like?

As an added feature, Instagram stories was launched in 2016 and allows users to upload photos and short videos that will disappear in 24 hours. Yes, like the social platform, SnapChat. Timing is everything and that is where continual monitoring of a site comes in handy.

Not only can Instagram be helpful in your online research, it is also a great place to promote your business. For now, let’s dig in deeper in this overlooked platform for the investigation world.

Starting with the name one chooses when creating a profile, users are encouraged to use any combination of numbers, capital letters, lowercase letters and underscores. Usernames cannot exceed 20 characters. So, as you can see knowing your POI’s full name may not be of help unless they use it publicly in their profile. A good rule of thumb is that most people reuse their usernames. Chances are if you know one, you will uncover other platforms with the same username in your search.

There are even username generators online that help new users create an username that “gets them noticed”. Spin xo is just one of many sites.

As you can see, finding a POI’s user name can be a challenge. Once you do some digging, and you find the profile, the following searching sites can be used to make digging in easier:

As with every other social media account, marketing dollars are a high priority. In order to get that revenue, the site must show ROI., which includes how may people engage. There are many tools to use for this purpose.

Don’t forget to check Instagram!

Why Is HR Scared of Social Media Background Checks?

We’ve talked to many HR professionals and Private Investigators who work with clients for employment purposes. What we hear most often is that they would love to include social and online research as part of their background check but are afraid to do so. They focus on what they hear in mainstream media – social media/online background checks are inviting a lawsuit, and companies don’t want to take a risk or be liable should a disgruntled candidate argue their case for discrimination, etc.

What many in the industry don’t know is that there are full on social media/online research services available, but those are not geared toward HR. In fact, there is a separate program designed specifically for pre-employment background checks.

This social/online research focuses on only negative content in relation to very specific topics, such as

Racist, Sexist, or Discriminatory Behavior
Sexually Explicit Material
Threats or Acts of Violence
Potentially Illegal Activity

It also complies with FCRA guidelines, which is critical. As HR professionals know, there are many aspects of an individual’s life that absolutely cannot be factored into the decision-making process, otherwise known as protected classes. Some examples include gender, marital status, religious affiliation, race, and parental status. It gets tricky because there are some factors that are state specific as far as not being allowed to be seen/considered as part of the hiring process. The laws can get further muddied for nationwide companies who are hiring outside of the state they are hiring employees in – at this point, which set of state specific laws apply?

Given all of the intricacies of pre-employment screening, it’s no wonder HR departments are very slow to adopt social media/online research as part of their decision-making process.

eChatter has developed a scan just for this industry/area of need. The pre-employment social/online research services take every factor into consideration to make sure that the clients we work for stay compliant on a federal and state level. Furthermore, we ensure that you never see what you shouldn’t see by redacting the information – the report turns up only relevant content that can be portrayed as negative and a detriment to the person’s employment with your company. When important content is identified, the report will only show those pieces of content. If nothing is found that falls into what can be legally obtained/considered when making hiring decisions, a “no pertinent information found” report is filed, meaning there is nothing of concern regarding the candidate.

With these protections in place, HR professionals can easily include social media and online content as part of their candidate screening. It’s as simple as filling out a form, providing as much information about an individual as in know – in the case of pre-employment scans, submitting the candidate’s resume is a great help – and letting eChatter take care of the rest, from conducting the research to keeping the layers of protection in place.

Want to know about using social/online content for pre-employment screening? Feel free to take a look at our website or send us an email for more information. We’re happy to answer any questions and show you how social/online research can be a valuable piece in the hiring process.

Think Your Data Is Private Because You’re Not on Social Media? Think Again.

Just because you’re not on Facebook or Twitter doesn’t mean your data is safe from social media or their clever algorithms. In two different studies, researchers found evidence that your privacy is no longer in your hands, even if you abstain from social media.

The studies, conducted at the University of Vermont and the University of Adelaide, found that they could predict a person’s posts on social media with 95% accuracy, even if they never had an account to begin with. The scientists got all the information they needed from a person’s friends, using posts from fewer than 10 contacts to build a mirror image of a person not even on the social network.

The study, published Monday in the journal Nature Human Behavior, looked at more than 30 million public posts on Twitter (excluding retweets) from a total of 13,905 English-language users (attempting to eliminate bots and non-personal accounts) to populate their model. By using data provided by just 8 or 9 of a user’s contacts, the researchers were able to show that the tweets of friends allowed them to predict quite a bit about the original user. The original user’s Tweets allowed them to predict future tweets with an accuracy rate of roughly 64% and the user’s contacts gave them enough data to predict behavior with an accuracy rate of 61%. So, go ahead and delete your account, but information about you is still going to be generated (and pretty accurately) if you have a close relationship with at least 8 people who use the platform.

This analysis showed that “information within the Twitter messages from 8 or 9 of a person’s contacts make it possible to predict that person’s later tweets as accurately as if they were looking directly at that person’s own Twitter feed.”

“You alone don’t control your privacy on social media platforms,” University of Vermont professor Jim Bagrow said in a statement. “Your friends have a say too.” And even when you delete your social media accounts, if your friends are still there, tech giants are able to build profiles on you. This is already a concern that privacy advocates have about Facebook, called “shadow profiles.”

Now, there is a mathematical upper limit on how much predictive information a social network can hold. They can’t know everything about you, but they can know some things.

So why is this information important? Businesses who want to sell you things or government agencies who want information about you can use this information to their benefit. Companies or agencies may not be able to find out your darkest secrets, but they can figure out things like your political or religious affiliation and products you might be interested in. The same things platforms like Facebook and Twitter know (and sell) about their users.

The researchers went on to acknowledge that their research “raises profound questions about the fundamental nature of privacy—and how, in a highly networked society, a person’s choices and identity are embedded in that network.”

“There’s no place to hide in a social network,” said
co-author Lewis Mitchell.

Professor James Bagrow, also an author of the paper, confirmed: You alone don’t control your privacy on social media platforms. Your friends have a say too.

In April, Facebook CEO Mark Zuckerberg told lawmakers that the social network collected data on nonusers for “security purposes.” That includes people’s contact list when they use Facebook’s mobile app, which the company uses to suggest friend recommendations, it explained.

In response to the study, a Facebook spokeswoman said the company doesn’t build profiles on nonusers, even if it’s collecting data on them. “If you aren’t a Facebook user, we can’t identify you based on this information, or use it to learn who you are,” the company said in a statement.

The study shows there’s only so much you can control in terms of your own privacy and security online. As careful as you are online, the study suggests that you’re only as private as your friends have been.

Are Background Checks Failing Us?

All one has to do these days is turn on the local news to hear about another teacher, coach or employee being accused of a crime of either drugs or child sexual abuse. If you are like me, the first question you think of is, “Don’t they do background checks?” What we are starting to find out, is yes they do. The problem is with the way in which the background checks are being done and by whom.

Let’s start with the basics and the must haves. The FCRA, or the Fair Credit Reporting Act, was passed in 1970 to ensure regulations of the collection of credit information. Additionally, The Equal Employment Opportunity Commission governs how this is to be done:

In all cases, make sure that you’re treating everyone equally. It’s illegal to check the background of applicants and employees when that decision is based on a person’s race, national origin, color, sex, religion, disability, genetic information (including family medical history), or age (40 or older). For example, asking only people of a certain race about their financial histories or criminal records is evidence of discrimination.

Where the problem lies, in may cases, is with the actual agencies in which background companies receive their information. They may not be updated regularly enough. That in and of itself is a problem. But the list goes on…

You may be surprised to learn the following flaws:

The FBI offers a National Criminal Information Center which is great, as long as the crime was reported to the FBI. Beginning in 1967, it is dependent on records that have been provided by criminal justice agencies. It operates under a shared management concept between the FBI and federal, state, local and tribal criminal justice users.
Many times education is not checked out thoroughly which can be very detrimental down the road. This includes professional licenses.
They often don’t utilize the information from paid data bases.
Social Media is rarely included. I don’t mean the prospective employee gives up passwords. That should not ever be done in my opinion, however much can be gleaned by conducting a deep web investigation, without that information. A social media background check may reveal quite a lot about the character of the individual. Many HR execs are looking anyway, however hiring an agency is the safest way to go. A best practice is to never review your candidates’ social media profiles internally. This is beneficial because an agency’s review and social media report respect your candidate’s privacy and alleviates your employees from reviewing content that could lead to accusations of discrimination or violations of freedoms.