social media background checks Archives

Best Practices for Cross-Referencing Data Points in an OSINT/SOCMINT Investigation

Why Cross-Referencing Matters

In the world of Open-Source Intelligence (OSINT) and Social Media Intelligence (SOCMINT), collecting information is only the first step. The real value comes from validating that information through multiple independent sources. A single data point can be misleading, outdated, or intentionally deceptive. However, when several unrelated sources independently confirm the same information, investigators can have much greater confidence in their findings.

Professional investigators understand that successful investigations are built on corroborated evidence—not assumptions.

What is Cross-Referencing?

Cross-referencing is the process of comparing information obtained from multiple sources to determine its accuracy, reliability, and relevance.

For example, a subject’s LinkedIn profile may list a current employer. Rather than accepting this information at face value, an investigator should compare it with:

State business records
Professional licensing databases
Public court filings
News articles
Company websites
Social media activity
Archived web pages
Property records

Each source either strengthens or weakens the credibility of the information.

Best Practices for Cross-Referencing Data

1. Define Your Investigative Objective

Before collecting information, determine exactly what you are trying to prove or disprove.

Examples include:

Verifying employment
Confirming a current residence
Identifying associates
Establishing a timeline
Locating hidden business interests
Confirming travel or locations

A clear objective prevents information overload and keeps the investigation focused.

2. Never Rely on a Single Source

One source rarely tells the complete story.

Instead, compare information across several independent sources.

Good examples include:

Information	Cross Reference With
Social media post	EXIF data, Google Maps, weather history
Business ownership	Secretary of State records, LinkedIn, company websites
Vehicle	DMV records (where available), photos, insurance claims
Phone number	People search databases, messaging apps, breach data
Email address	Social media, breach databases, domain registrations

The more independent confirmations you obtain, the stronger your conclusions become.

3. Verify the Source Before Trusting the Information

Not every source deserves equal weight.

Evaluate:

Who published it?
When was it published?
Has it been independently verified?
Could the information be outdated?
Is there evidence of bias?

Government records generally carry more weight than anonymous forum posts.

4. Build a Timeline

One of the most valuable investigative techniques is organizing events chronologically.

Create a timeline showing:

Employment history
Address changes
Social media activity
Court filings
Business registrations
Vehicle purchases
Property transactions

Timelines often expose inconsistencies that individual records never reveal.

5. Compare Different Types of Data

One of the strengths of OSINT is combining multiple forms of intelligence.

Examples include:

Photos
Videos
Metadata
Maps
Public records
Social media interactions
Archived websites
News articles
Court documents

Each piece of information provides context for the others.

6. Look for Corroboration, Not Confirmation

Confirmation bias is one of the greatest risks in investigations.

Rather than looking for information that supports your theory, actively search for information that disproves it.

Professional investigators ask:

What evidence contradicts this?
Could there be another explanation?
Is there a better source?

Objectivity leads to stronger intelligence.

7. Document Every Source

Every finding should include:

Source name
URL or document reference
Date accessed
Screenshot or archived copy (when appropriate)
Notes explaining why it supports the conclusion

Proper documentation ensures your findings are defensible if questioned later.

Example of Effective Cross-Referencing

Imagine a subject claims to live in Dallas, Texas.

Rather than accepting this claim, an investigator might compare:

Facebook check-ins
Instagram photos
LinkedIn employment
Property ownership records
Secretary of State filings
Google Street View imagery
Court records
Business licenses
Professional licenses
News mentions

Conclusions

Cross-referencing is one of the most valuable skills an OSINT or SOCMINT investigator can develop. While collecting information is relatively easy, validating that information through multiple independent sources is what transforms raw data into reliable intelligence.

By following a structured process—defining objectives, verifying sources, building timelines, documenting findings, and corroborating evidence—you can produce investigations that are accurate, defensible, and actionable.

At eChatter, our investigators use these best practices every day to support legal professionals, insurance companies, corporations, and private investigators with reliable, evidence-based intelligence.

From Posts to Paychecks: The Influence of Social Media in the Workplace

In today’s hyperconnected world, social media applications have become the go-to space for people to share their thoughts, feelings, opinions and experiences. While social media has endless benefits, such as staying connected with friends, family and the world at large, the boundaries between personal and professional life have never been blurrier. It is well known to some, but sadly not all, that what you share on social media can have a profound impact on your career and personal reputation. It’s a double-edged sword, a powerful tool for self-expression and networking, but one that can also be a slippery slope, potentially costing you your job and damaging your reputation in the blink of an eye. There are many ways, within the intricate web of social media, you can experience real-world consequences of the content you choose to share.

Current Events

First of all it has to be taken into account that the world is currently under a considerable amount of stress. Natural disasters have resulted in loss of lives, widespread destruction, and escalated tensions among nations and individuals. At this very moment, we are watching an unfolding conflict between Israel and Hamas, prompting people from all around the globe to express their thoughts, feelings, emotions, and political stances on social media regarding this complex issue. This war has ignited powerful sentiments worldwide, with many taking sides in this particular conflict.

The Associated Press (AP) recently found themselves in a predicament when one of their reporters, stationed in Gaza, was discovered to have a long history of publicly condemning Israel as an oppressive, apartheid regime. This raised concerns about the reporter’s ability to provide objective coverage of this conflict. A deep examination of the reporter’s X profile (Twitter) uncovered multiple tweets dating back to 2019, reinforcing the perceptions that his views on Israel were deeply rooted.

As a result, AP has taken the steps of relieving the reporter from his duties and is actively investigating his social media history. Interestingly enough, this is not the first time such an incident has occurred at AP. In 2021, the organization hired and subsequently fired a Stanford graduate who had previously posted anti-Israel content on social media. The question is, did either of these employees ever wonder if what they shared on their social media would be reviewed by their employer?

Recent data from T he Harris Poll revealed that a significant 71% of hiring decision makers concur on the effectiveness of scrutinizing candidates’ social media profiles as a screening tool. This statistic underscores a proud shift in the way our society approaches hiring practices. Social media’s influence has grown to such an extent that your resume is no longer the sole focus during the application process.

DeeAnn Sims-Knight, the visionary founder of Dark Horse PR, aptly captures this evolving landscape: “Because we tend to view our personal social media accounts as being “personal”, there’s a good chance that by viewing someone’s profile, you’ll get a glimpse into their personality beyond their resume.”

In this digital age, where our online presence can be as impactful as our real-world identity, it has become increasingly vital for job seekers and professionals alike to carefully curate their digital footprint. Your online presence isn’t just an extension of your resume; it’s an essential part of your professional identity.

Over the course of our seven years in business at E-CHATTER, we have seen first hand human behavior through social media and the role it plays in the workplace. According to Zippia, 98% of workers have social media for their own personal use. Alongside that statistic, 77% of workers report using and engaging with social media at work. It is not uncommon for employees to exhibit patterns and tendencies when sharing content online throughout their day. Many individuals are drawn to sharing an abundance of personal information. According to Harry Denley, a hacker and Security and Anti-Phishing at MyCrypo, said: “Most people are very verbose about what they share online. You can find virtually anything…”

People Magazine shared some truly astonishing testimonies of individuals who either experienced firsthand or witnessed the repercussions of their online activities. One particularly shocking case involved a nurse who shared posts to her Facebook such as, “Soooooo sleepy here in the ICU. Will someone please code and give me something exciting to do? #isthatbad?” alongside racist comments. What made this even more astonishing was that the nurse had tagged her posts with the location of the hospital where she worked.

Another example within the article showcased a co-worker who was dismissed from their job for indulging in marijuana and alcohol during work hours and proudly shared photos of these activities to social media. Unsurprisingly, their boss discovered the incriminating posts and promptly terminated the employee.

One of the most ironic stories shared of them all was the tale of a firefighter who was let go from his position after leaving work multiple times for an “emergency”. He was later caught sharing images to social media of him swimming in a pool and riding quads posting, “sometimes you just need to F-off from work”.

To comprehend this tendency, we must consider the unique dynamics of social media. Many perceive it as an outlet where they can shout into the void, assuming their posts will go unnoticed or that their identity will remain concealed. Sharing on social media offers a buffer period between the confession and the consequences, completely removing the power of face-to-face interactions. More than anything, most underlying reasons for oversharing on social media have to do with chasing clout or those “15 minutes of fame”. It can alleviate feelings of isolation, connecting individuals with like-minded people who empathize with their experiences.

With these insights in mind, E-CHATTER approaches online investigations with the understanding that there is a high likelihood that someone, at some point, may have inadvertently shared crucial information. Let’s consider a few real-life stories that vividly illustrate the unforeseen consequences of thoughtless digital actions.

While some individuals face termination in the workplace due to their current posts or comments, others may be terminated based on their social media history. Depending on the company’s policies, your social media past can hold as much significance as the posts made during your tenure. E-CHATTER has taken on cases that involved scrutinizing individuals due to discrepancies in their work history as listed on their resume. In one notable instance, an individual asserted that they had long-term employment with some of the most prestigious companies and organizations in their industry, a claim that didn’t stand up to analysis.

As our investigation unfolded it became evident that this individual was operating online under a different name. They were actively hosting a podcast that delved into their life, exposing a trail of admissions related to drug use and inappropriate content. This revelation proved to be a potential catastrophe averted for the employer, underscoring the importance of thorough background checks and the observance of a potential hire’s digital footprint.

In conclusion, the ever-expanding digital landscape has significantly altered the way we perceive and interact with the professional world. Employers must recognize the importance of closely monitoring their employees’ and potential hires’ online presence, especially in relation to sensitive topics such as race, sex, and discrimination. By proactively addressing and mitigating any harmful or inappropriate online content, businesses can not only safeguard their own reputation but also foster a more inclusive and respectful work environment. In today’s interconnected society, the boundary between one’s personal and professional life has become increasingly blurred, making it imperative for employers to adapt to these new realities and take a proactive stance in promoting a workplace culture that upholds respect, diversity, and equality for all.

How To Spot a Sociopath Online:

A Sociopath is defined as a person with a personality disorder manifesting itself in extreme antisocial attitudes and behavior and a lack of conscience.

How can one tell if they are dealing with a Sociopath?

Characteristics of a Sociopath

• A sociopath is incapable of feeling guilt, shame, or embarrassment. They also feel no remorse for the damage they do to others.
• Sociopaths don’t demonstrate strong feelings or opinions. Don’t expect them to get outraged or fired up over controversial topics because they simply don’t care.
• Although most sociopaths are narcissists, they do not discuss themselves in great detail. They prefer to turn conversations back to you in order to reveal your weaknesses or trigger points. By remaining silent or closed off about themselves, they do not risk disclosing information to others.
• Typically, a sociopath will pause before answering any questions you may ask them. Most sociopaths are gifted pathological liars who will hesitate before speaking…allowing themselves to carefully choose which lie is most beneficial for them to tell.
• Sociopaths are super manipulative and will not hesitate to use you, whether it be for money or attention. From the moment they meet you, they’ll be silently assessing how useful you might be to them.
• The sociopath has no sense of love or loyalty. While they may be in long-term relationships and superficially appear to be fulfilling the role of a dedicated partner, the sociopath is talented at living a double life without flinching. They’re often habitual cheaters.
• A sociopath is an exquisite liar. They are so talented at lying that should they ever tell the truth, it would appear more suspicious.
• Sociopaths appear to be calm under pressure but in all actuality, they just don’t feel anything. You might wonder how they got so good at public speaking or can emerge from a traumatic situation emotionally unscathed. To the sociopath, they experience all emotions from a distance, and as a result, they never feel anxiety or nerves.
• Sociopaths don’t care about anything. They may appear to care, but underneath the carefully constructed mask, they feel almost nothing. If somebody dies, even one of their own relatives, their apparent lack of emotion may be shocking.

Dating a Sociopath

[ctt template=”1″ link=”d1ect” via=”no” ]So how do all of these traits play into the dating world? Online dating is a perfect place for meeting a sociopath. Here’s the usual process of how a sociopath relationship plays out:[/ctt]

1) Assessment

Online dating for the sociopath is easy pickings. Your dating profile has clearly highlighted your needs, wants and wishes by describing who you are, what you enjoy, and the things that are important to you. Your photos probably depict hobbies, interests, and things that are important to you. Sociopaths can easily rewrite their own profile to match yours, so that they seem like the perfect partner for you. The sociopath can effectively pretend to be anyone they wish to be, especially if it looks like you are offering what they want.

Of course, not all people on dating sites are predators or sociopaths. But, it is the most obvious place to meet one. There is no face to face contact and they can easily seduce you by email, then phone conversations, more personal texts…until you have succumbed to a relationship.

2) Relationship moves quickly

Sociopaths don’t like competition. After a very short period of contact, the sociopath will try to make you exclusive to them, and only them. They will let you know just how ‘special’ you are to them. Next is trying to find another way to contact you, by connecting with you on Facebook or getting your phone number.

Next comes exclusion…they tell you they think they have found the one and have closed their profile on the dating website. Even though you haven’t really got to know each other, yet, he/she seems incredibly interested in you and it feels good. The sociopath wants to ensure that you are theirs and that nobody else will steal you. Unfortunately it’s not because you are special, it’s to take you off the market.

3) Quick intimacy

Once the sociopath has chosen you, they move to the seduction stage. You feel swept off your feet, your head is spinning, and you may even believe that you have made a true soul mate connection.

Now is the time to ask yourself these questions:

Is this moving too fast?
Am I ready to give out my phone number or meet up?
Does he seem to have so much in common with you?
Is his profile almost a mirror image of your own?
Does it feel like you have known him for a lifetime?
Is he exactly what you have listed in your profile, a perfect match for you?
Does he try to stay over at yours when you meet?

While these things could be an indication of a genuine love connection, they could also be a bigger indicator of a sociopath. So tread cautiously and keep yourself safe online. Keep all correspondence online and do not move to other social networking pages or anywhere that gives further information about you, before you are ready. Otherwise, you could find yourself thinking you have fallen in love with someone before you have even met.

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The Dangers of Doing Your Own Social Media Background Checks

Why do we feel the need to post even the most minute details of our lives on Facebook, Instagram, Twitter, and the dozens of other social media platforms? Because social media is now a part of our daily lives and without we feel lost. What users don’t realize is that everything they post is a reflection of them…the good, bad, and ugly.

For employers, this seems like a treasure trove with social media being the perfect place to begin a background check. And every once in a while you hear stories pop up of applicants losing out on opportunities because prospective employers discovered something incriminating on their social media pages.
However, employers now need to think twice before checking applicants’ social media pages for background information. Why you ask? Let’s dive deeper into this issue.

Protected Information
Title VII of the Civil Rights Act of 1964 prohibits discriminating against people in employment. Particularly, it outlaws discrimination on the basis of color, race, gender, religion and national origin. This makes it illegal to deny someone employment on the basis of these characteristics (classified as “protected information”).
Visiting an applicant’s social media page is almost guaranteed to provide access to protected information. The pictures and posts most often reveal an applicant’s gender, race, color and so on. Just accessing this information is a breach of anti-discrimination laws. If an applicant finds out and sues the employer, it becomes extremely difficult for the employer to claim that the information did not play a part in their decision making.
If you really must conduct a social media background check, your best option is to have a third-party person screen applicants based on specific criteria for jobs. This way, hiring managers can make their decisions about applicants without knowing characteristics like race, ethnicity or marital status.

False Image/Mistaken Identity
What happens when a social media background check comes back squeaky-clean? Nothing embarrassing, unethical or illegal is found…does this mean that the applicant is flawless? Obviously no, everybody knows that people can create multiple social media accounts.
Most people who behave in questionable ways online often create pseudonyms, accounts with no relation to their actual names. This factor reveals another flaw in conducting social media background checks. Because people mask their identities online, the check can reveal nothing incriminating. Meanwhile, the applicant can be far from squeaky clean.
Another problem with running a search is the possibility of mistaken identity. How do you know that the John Smith you’re looking at is the same one applying for a position? If there are multiple accounts with similar names the risk of misidentifying the person, and thus making a wrong decision is quite high.
Even when the account contains personal details and pictures of the applicant, this doesn’t mean that it is owned and run by them. There have been numerous cases where people – with the sole aim of malice – have created accounts in the names of other people. These accounts are often filled with enough personal details to make them look authentic. They are then peppered with racist, misogynistic, pornographic or other kinds of content designed to make the person look bad.

What Can Employers Do?
There are so many legal issues to avoid when using social media in the candidate 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 expand the pool of applicants and shed valuable light on job candidates—when a disciplined approach is used, experts say.
“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.”
The biggest concern with using social media in the hiring process is discrimination. Social media provides employers with information that they might not obtain otherwise or might not obtain until they conduct a face-to-face interview. Once the process moves to the screening phase, have someone other than the employment decision-maker do the screening, advises Jason Morris, president and COO of EmployeeScreenIQ in the Cleveland area. “Create a firewall between this person and the decision-maker,” he said, particularly if the screening will involve social media sites.
The screener should look online for certain red flags such as hate speech, violent tendencies, or drug use that would have a direct bearing on the candidate’s potential job performance. Employers should keep in mind that background-screening companies that use social media sites are subject to the provisions of the Fair Credit Reporting Act, under which applicants must give permission for pre-employment investigations.

Diversify the Applicant Pool
Another problem with using social media—particularly LinkedIn and Facebook—is that these sites have lower percentages of Latino and black users than are in the general population. That puts the burden on employers to widen their job searches through other means, such as job boards, newspapers, magazines and job fairs. Experts urge organizations to post notices on their websites that they are equal opportunity employers and that they seek a diverse pool of applicants from many sources.

About Us:
We have been mining social media since 2007 for our clients. By utilizing best in class software programs, we offer a service called eChatter.
eChatter works with you to obtain your objectives in a fast, accurate and reliable facet. By keeping our strengthened principals, yet evolving with this industry, we lead in social media monitoring. Since 2007, we have been dedicated to providing our customers with the most authentic data.

We offer:
• Deep Web Scans
• Jury Vetting
• Jury Monitoring
• Social Media Background Checks

www.e-chatter.net
(866) 703-8238

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.