by Jenny Reid
Background — A leading recruiter in South Africa was tasked with filling a critical vacancy for a senior-level IT developer at a major fintech firm. The position had remained open for months due to a significant shortage of highly skilled IT professionals in the country. Pressure was mounting to secure a candidate with the right blend of expertise, leadership, and innovation.
The Candidate
Eventually, a promising applicant emerged. He came highly recommended by industry peers and held an impressive academic and professional record. The initial screening process included qualification verification, employment history, and reference checks, all of which were flawless.
The Turning Point
As the recruitment process neared its final stage, the recruiter initiated a Social Media Risk Assessment, a standard but often underutilised component of a comprehensive background check. To the recruiter’s dismay, multiple social media platforms revealed that the candidate had frequently and publicly discussed his struggles with substance abuse. These posts were recent and explicit, referencing drug use, self-medicating under stress, and erratic lifestyle choices. While the candidate’s technical ability was unquestionable, the findings raised serious concerns about his reliability, workplace conduct, and potential liability for the employer.
Outcome
The recruiter presented the findings to the hiring client, along with a detailed screening report that clearly separated verified qualifications from behavioural risk indicators. A joint decision was made not to proceed with the candidate, and the search for a more suitable applicant continued.
Key Insight
This case demonstrated that employee screening is not about disqualifying candidates, it’s about informing decision-makers. Despite verified qualifications and strong endorsements, behavioural indicators on social media highlighted risks that would not have surfaced through conventional screening.
Recruiter’s Guide: What to Do When Concerning Social Media Content is Found
Document Objectively: Capture the social media evidence factually and neutrally. Avoid interpretation or judgment — focus on what was posted, when, and on which platform.
Assess Context and Relevance: Consider whether the content poses a risk to the role, the company’s reputation, or the workplace culture. Personal struggles do not automatically disqualify a candidate unless they affect job performance or compliance.
Consult With the Client: Present the findings as part of the overall screening report. Share the facts and let the client weigh the risks against the candidate’s potential.
Uphold Fairness and Privacy: Ensure the screening aligns with POPIA and other privacy regulations. Only publicly available information should be included in the risk assessment.
Consider a Conversation: Where appropriate, a follow-up interview can allow the candidate to explain or provide context for the content.
Stay Ethical: The recruiter’s role is to provide information, not to judge. Transparency and discretion must guide every step of the process.
Conclusion
This case reinforces the growing importance of comprehensive screening, especially social media assessments, in a digital age. The recruiter made an informed, ethical choice that protected their client’s interests while respecting the candidate’s dignity. As talent shortages persist, it’s critical not to overlook behavioural red flags in the pursuit of technical excellence.
Jenny Reid
Founder, iFacts
Jenny Reid is a Human Risk Expert and Professional Speaker, and the owner of iFacts based in South Africa, a specialist employee screening and vetting service. She is constantly assessing new and innovative ways to remove the people risk in any organisation. Since 2009 when she took over iFacts completely, she has seen the company double in size and hopes to continue this growth. iFacts specializes in employee Screening, risk assessments, employee wellness, investigations, and truth verification. Jenny is a past President of the Security Association of South Africa. Contact Jenni via email jenny@ifacts.co.za
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