Working closely with Fortune 500 companies and non-profits alike to create safe and discrimination-free workplaces, Bianca Lager is the President of Social Intelligence - a background screening company. Social Intelligence produces a report that has been reviewed by the Federal Trade Commission, follows FCRA standards, and helps 1200 clients with their Hiring and Monitoring.
Their mission says it all - Social Intelligence strives to create safer, more efficient, and less toxic workplaces by offering bias-free online background screening. We strive to help companies improve their bottom line by investing in a socially astute, harassment-free workplace where hostile behavior has been eliminated through an efficient and holistic hiring process.
FREE SAMPLE REPORT - Bianca is offering our podcast listeners a special offer - receive a free sample report along with lifetime discounted pricing offer. https://info.socialintel.com/podcast
I hope you enjoy this interesting and fascinating interview with Bianca. She can be reached via LinkedIn at - https://www.linkedin.com/in/biancacalhounlager/ or via Twitter at - https://twitter.com/BiancaLager
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Chuck Simikian (00:00):
Social media background checks the future or
happening right now? Arecompanies taking a deep dive
into your social media to decidewhether to hire you or not?
legal, not legal. What do youthink my guest today, Bill yonka
(00:20):
lager is here to tell us allabout it.
Hey, Bianca, welcome to the HRand leadership spotlight Show.
Hey, Chuck,
Bianca Lager (00:38):
thanks so much happy to be here.
Chuck Simikian (00:39):
Excellent.
Excellent. I am excited to haveyou on today number one for for
a couple of reasons. Number one,it's extremely relevant in
what's going on in our countryin our world today, in regards
to the HR and the employment andthe hiring space, and the
political discussions and thesocial media stuff, I mean, it's
(01:00):
just just, it's just out ofcontrol. And it's, it's crazy.
It's very, very interesting. Soin that way, it's relevant. And
a number two, I've been an HRprofessional HR director
recruiter for years and yearsand what you're doing in your
company really hits home for me.
(01:21):
So I guess for Well, actually,before we get started, and I'm
just so excited, I'm going onand on. Tell me what you brought
for us today. Our students, wehave a little mug or Yeah, well,
I'm
Bianca Lager (01:33):
on brand with my social intelligence mug here.
But you know, we thought we'dalso point out Old Al behind me.
Albert Einstein is alwayswatching over my shoulder, some
cool street art I got in NewOrleans on a on a conference
trip once and, and I just likethe interesting colors, and also
(01:56):
the reminder to you know, aimfor brilliance, if you can aim
for intelligence, when you canlove that. And
Chuck Simikian (02:03):
I can't really see what's on your whiteboard
behind you. But it just lookslike you are just to brainstorm
what is going on there. Alright,so social intelligence, online
background screenings, God tellus all about it.
Bianca Lager (02:17):
It's a lot. Hope you have a minute, it's a lot.
And, you know,
Chuck Simikian (02:23):
I,
Bianca Lager (02:23):
I think To start off, I think most people might
have a spike of anxiety whenyou're thinking about it or
might think, you know, have anopinion. And, you know, what our
company does is social mediascreening for employment
purposes. So what we're tryingto provide as a solution for
(02:46):
employers and candidates alike,because at the end of the day,
this company was founded on thebelief that your boss shouldn't
be looking at your Facebookpage, they shouldn't be digging
through your pictures and, youknow, creating their own
narrative about who you are. Ifthey do have concerns or want to
(03:10):
kind of have more of an insight,there are certain business
related reasons that they mightwant to do that. So we try to
level the playing field foreveryone and say, Well, you
know, yes, you know, you haveconcerns, you know, and there's
some obvious stuff thatemployers are concerned about
violence, hate speech, you know,racism, intolerance, sexism,
(03:33):
sexually explicit stuff,criminal, potentially criminal
activity, like theft, drugs,things like that. Things that
matters thing that could disruptthe workplace, things that do
disrupt the workplace, that andone of the quotes that I use all
the time that client told me ata trade show once is it happened
in the workplace and ended uponline or it happened online and
(03:54):
ended up in the workplace. Sonow today, everywhere,
especially now, more than ever,after, you know, during the
pandemic, and work from homestuff, HR is really involved
with how relationships areplaying out online, or how
things like bullying andhostility and harassment, how
social media plays a part inthat and they are having to
(04:16):
confront these things. And sothe willy nilly idea of Well,
I'm just going to go do my owninvestigation. that's
problematic because now yourboss, your HR person, your, you
know, colleagues, your your coworkers are taking a look at all
sorts of things that you may ormay not want them to see. Even
if you have a public profile,and you're pretty open about
(04:39):
stuff, they're still kind ofcreating potential biases, you
know, at best, it's none oftheir business and at worst, you
know, it's gonna might createsome bias or discrimination
against you. So the idea reallyis that hey, employers, do you
have valid reasons why you mightwant to be concerned about
what's going on in someone'ssocial media. Yes, let's define
(05:02):
those, let's get a legalformalized process in order,
outsource that. And make surethat the candidate has
transparency into what's goingon is aware of what's happening,
and has methodology to disputeit to make sure that the
information is correct. And thatyou have solid documentation
(05:25):
that if you do need to make anemployment decision that you
can, it's actionable. You have areport here that you can either
document you can take action onhowever you see fit. But that's
formalized. It isn't just Well,I also had a recruiter Tell me
once, yeah, I look at theirInstagram and see if they take
too many selfies or pictures offood. And then I don't you know,
(05:48):
I don't move on. I don't know ifthat was a qualifier for the job
description there. So. So that'sit in a nutshell, but there's a
lot of questions
Chuck Simikian (05:58):
around it. Oh, yeah, absolutely. So how does
like what does that report I'mjust trying to envision so
alright, so I'm a recruiter.
Right? And I'm hiring and I maynot Google, everybody, just
because yeah, I'm hiring a lot.
But I Oh, geez, bandwidth. Youcan, we're hiring a CFO, we're
hiring the CFO, we're hiring asenior accountant, let's say, or
(06:20):
we're hiring an HR manager.
Okay. And I might think I knowthem and and I, and that sort of
thing. But I What does yourreport show I? Does it show?
Like, like you said, How manydrinks they've had? Does it
show? Like, what are youuncovering? And then what are
you revealing to the employer?
(06:43):
Like? What? Yes.
What's that dynamic?
Bianca Lager (06:46):
Sure. Yeah. And that's really important part
part of it all. So, you know,importantly, that process of how
it all what are we looking at,you know, we've talked about
this a lot business relatedbehaviors is something we need
to focus on. And I think for themost part, employers have the
(07:07):
mindset, and certainly we havethe mindset, you're not trying
to, like, catch someone in alie, you know, necessarily, or,
or be like this is they'retotally different online, you
know, than they are than whothey see. A lot of stuff is, you
know, potentially again,disruptive workplace stuff that
people may not even realize isoffensive or, or things that
(07:28):
could be against a code ofconduct against a policy, or
that they are very blatant aboutthat stuff. So it depends, but
that's really why you have tohave a really solid set of
behaviors and definitions thatyou're looking for. And it's
complicated. Okay. You know,when when, when an employer
(07:49):
says, I'm worried about hatespeech, well, what is hate
speech, who says the socialintelligence supposed to be the
hate speech, King and decidewhat is hate speech or not. And
so we go through a rigorousprocess of understanding social
media behavior, understandinglanguage, and how people use it
(08:14):
in different contexts withsarcasm, innuendos, slang words,
all sorts of things, we also wereturned to experts, right, and
resources. And what they help usdo is define these things
really, really carefully. Andthe four main categories main
buckets of information that mostemployers are worried about, is
(08:34):
intolerance, which is sort of avery large buckets hate speech,
sexism, racism, and things likethat. Violence, potentially
criminal activity, and sexuallyexplicit material. And there's
variances within those andcertainly some customizations.
But those are, you know,categorically things that
(08:57):
employers are like, yep, no,that's, that's it, you can
really slice those up in lots ofdifferent ways. But in the broad
context, like that's, those arethe main things. And so what we
do, again, is work reallycarefully to define what that
means, you know, it won't have acriminal activity, what kind of
criminal activity and againstwhose laws the US which state
(09:19):
and you know, things like that.
hate speech, we have somethingcalled the social intelligence
intolerance database, we'vecalled it and we, you know, turn
to credible sources to help usdefine hate slurs, hate symbols,
hate groups, different kinds ofthings that are involved in
terrorist activity, like theFBI, like the NAACP, like the
(09:39):
Southern Poverty Law Center,places that have have libraries
and keep this information sothat we can reference that and
that's an important part of theprocess. So what the report does
and to answer your questionspecifically, is take all of
that intelligence, the socialintelligence part of it and name
it But that is literally what wedo is is, you know, trying to
(10:04):
interpret behavior in anintelligent way. And give
employers very specific, wefound this on Facebook, it
happened in 2019. It was anoriginal post by this person,
they wrote it themselves. It wasintolerant for this reason. This
is the the reference point, thereads the source that we point
(10:29):
to, to say why it's scattegoriesdoesn't tolerant. And here's a
screenshot of what that exactcomment was. But what we are
removing from the report is anyprotected class information that
about the candidate. So forexample, a candidate says, I
belong to such and such church,and I just love the church, but
(10:53):
I also I hate these types ofpeople, or I use the N word and
the same sentence or something,you know, extreme, more not
extreme. What we're doing is isavoiding the employer from being
exposed to the information aboutwhat church they go to, because
(11:13):
that's not the relevant part ofthe poll. Right, right. And so
the it isn't, it also waspotentially like, Hey, you
didn't fire me, because I usethe word you fired me. Because
we're church, I go to kind of athing. So the idea is to really
focus on the actionable and thebusiness related content. And
it's like a criminal report. Sothat if there's a crime, because
because there's so a piece ofnegative flagged content, we
(11:38):
call it flagged content that wefind we alert the employer and
let them know and show them giveas much detail as possible.
And if there's not, you get areport that says, hey, you know,
we found their LinkedIn, and wefound a Facebook friend or
Twitter, nothing, nothing crazyover here, you know, all as
well, essentially. And that'sthat. So most of the time,
(11:58):
that's what comes back. Somefolks, I mean, most of the time,
that just like criminal reports,you know, there's no history of
that. So when there is we try tobe as detailed and defined as
possible, and concise so thatthey're also not getting a
command F of the F word 500,000times that that is fairly
innocuous to the job, too. Soit's the product design and the
(12:21):
concepts of how we have toreport information. So do we
really think deeply about reallyclosely? I mean, I guess that's
why Old Owl is over here forinspiration.
Chuck Simikian (12:30):
Yeah, I'm blown away. So what you're telling me,
not a bunch of kids sitting intheir parents basement,
searching the internet, andcoming up with all kinds of
stuff? Not quite. Yeah, we've,we've, we've
Bianca Lager (12:45):
no, it's it's it's a lot more work than that. And
in your own basement. Now, a lotmore lawyers are involved.
Chuck Simikian (12:53):
I bet. And one thing I saw just as I did a
little bit of research, and Iwant to pivot on some other,
some other contemporary thingshappening in the news. One thing
you though, is you're alignedwith the Fair Credit Reporting
Act.
Bianca Lager (13:08):
Yeah, we're consumer consumer reporting
agency. So it's what happened isthis company is founded in 2010,
and 2011. The Federal TradeCommission, who was primarily
tasked with consumer privacysituations at the time, caught
wind of it. That's a whole storyabout how they caught wind of
(13:28):
it. But anyway,
Chuck Simikian (13:30):
folks, I got
Bianca Lager (13:31):
ratted out but anyway, I'm fairly so to say,
hey, what are these guys doing?
You know, Is this fair? Is thisright? Is this legal? What
should we do here? And so thecommission did an audit had had
professionals come out, came toour offices, monitored and
watched how we did things, tooka review of the product design,
the sales, everything. That isdisclosure and authorization
(13:55):
process that we have been, ithad been advised to set up. And
they came out and you if youGoogle, social Intel, FTC,
you'll find their opinion lettercame out and said, Yeah, okay,
you know, your, what you'reproducing is a consumer report,
your consumer reporting agency,so far, you're living up to the
FCRA, we reserve the right tocheck back on you later. And so
(14:18):
that's about as best as you canget. But it was a really
important and pivotal really,you know, everybody who's come
to market since has used thatand leveraged that situation.
That was obviously not very funfor us. But but the outcome
really made it clear about whatthe rules were. And so just like
(14:39):
a criminal report, and wepartner with those kind of
traditional background screeningcompanies, so that what this is,
is that it is a part of one ofthose packages generally and so
it makes it really clear andthat's that's where we are
that's our lane that's in termsof you know, as you your
extensive experience. knowsthere's a process for this as a
(15:00):
timing thing, there's rules whenyou can do background checks and
when you can't, what you needsigned and all this kind of
stuff, right? And so it fitsright into that process. And so,
you know, without just saying,oh, what's FCRA? compliant? I
mean, there's a lot of veryspecific things that we have to
live up to maximum possibleidentity is one, two, you know,
making sure we get the rightjohn smith in Los Angeles.
(15:22):
Absolutely. So all those kindsof things have to live up to.
And then importantly, like Imentioned, like criminal
reports, or like any otherbackground check, you get in an
employment purpose setting, youhave the right to dispute it,
and you have the right to say,wait a minute, you know, I think
you got that wrong.
Chuck Simikian (15:39):
So it follows the same thing pre adverse
action letter? Yes. Wow. Okay.
And so I guess the thing thatsparked me just want to ask you
is, do people even know they'regetting their social media
background check? Or do theysign a waiver? Like, if I was
going to do the standardcriminal background check, you
know, on someone, I, they, thebackground check. Companies
(16:00):
always want that, that waiversigned, and we put it in the
application? Like, we coverourselves they cover? Yep. Do
people know they're gettingtheir social media background
checked?
Bianca Lager (16:10):
If they're reading the documents, they know, um,
you know, not only that, but butwhen you are signing your
relevant background checkinformation, I think it's
important for folks to know thatthis could be a part of it. And
that when they're saying, Hey,we're gonna do all relevant some
(16:32):
of the language, it depends onthe client and the person, the
really their lawyer to use whatlanguage they feel is necessary.
So sometimes the relative thelanguage is vague is to say,
relevant background checks,right or necessary, or some
language like that. So, youknow, I think it's important for
(16:53):
folks to know that this is apossibility. Generally speaking,
you can also ask the HR people,what is included as well, so
that, you know, specifically, Ithink, though, that, for the
most part, do the effort is toinform people really carefully?
Do folks read every line of thatstuff? You know, you kind of
(17:14):
click through it ready to putyour information in and move on?
I would say, though, and myexperiences said that, if you
are somebody who is like, Oh, mygosh, I need to think about
this, I need to know, you'llprobably be all right. You know,
I if you're somebody who takescare, to show respect, or have
respect for yourself, or havethat even insight to know that,
(17:37):
you know, oh, my goodness, youknow, maybe I need to consider
this, if you're thoughtful inthat way. I would, I'm gonna bet
that the odds are in your favorthat your social media public
profiles are not going to comeback with with anything too, too
extreme or too messy for you. Sothe first the number one thing
(18:00):
to do, you know, check your ownaccounts, take a look, take a
look at the stuff that you have.
And I always say be kind.
Chuck Simikian (18:08):
I gotta tell you, it's I think it's
brilliant. I and I think it's,you know, you've already asked
the question, why can't you doyour own reports? I think it's
great to strip out the and whatI heard, just from the text is
you strip out the EEOC protectedclasses
Bianca Lager (18:24):
by federal and state, so not sure. But so okay.
But But yeah, state level aswell.
Chuck Simikian (18:29):
Sure. So. So that's, that's HR speak, folks.
Yes. So, so let's just pivotreal quickly. And I want to tell
you a story. I love stories. Oh,yeah. So here's the story and HR
story today. So I had someonethat I know, calls me today. And
(18:52):
he tells me, and this is inregards to free speech, social
media, what are your rights, andevery once and I teach class, so
I'm a, you know, HR consultant,like a soldier and I teach a lot
of employment law classes, HRlaw classes, and, you know,
every time someone says, Well,can I fire someone for what they
wrote on Facebook or somethinglike that? And, you know, my
(19:14):
answer is, well, probably,maybe, yes. But you know, it
depends. You know, that's likethe the answer I, I usually give
them but I had a, someone callme today and he says to me, I
lost my job. I said, Really? Hesaid, Yeah, he said, last week,
they called me in HR. And theysaid, we've told you once
(19:37):
before, no talking politics, andberating people, making them
feel badly about their politicalopinions or anything. And
today's your last day. And he'sshocked. He calls me says Chuck,
no, you're an HR is I get this,you know, Hey, I know you're an
HR Can I ask you a question? AndI said, Short and he says, you
(20:01):
know, I'm thinking I'm gonna suethem. He goes, they're offering
him severance and all this stuffto sign off. Okay? Pretty good
severance. But I said he's tellsme the story. So I'm gonna sue
them. He says, I think I couldget him for half a million
dollars. And I'm like, I'm like,dude, dude. I said, number one,
(20:22):
you're in Florida. So it's, it'san employment at will state
number two, right? Take theseverance. But what do you think
about that Tim? saying, I'mgonna sue, I got free speech. I
have a right to free speech, mymy rights are being violated.
Bianca Lager (20:40):
You certainly have a right to free speech and you
are not going to jail for that.
But you can't work here is theanswer from for most employers.
So you know, yeah. I mean,clearly, there's a direct tie
in. And that's the thought whenhe talked about social media, I
could say whatever, I wantsocial media. Okay, well, if
you're saying, I'm going to killyou on social media, there's
(21:03):
consequences to that. Much likethere's consequences of if you
actually committed a crimeoutside of your work. It could,
depending on what the crime was,be relevant to your job. And so
free freedom of speech is a toolfor the government and
(21:24):
potential, you know, there'svarious legal cases. And I'm
certainly no free speak judgeexpert in the broader sense. But
in terms of, you know, what itmeans for the workplace? Well,
workplaces are certainly legallyable to have Code of Conduct
policies, and policies thatsupport productive workplaces
(21:50):
that are there to ensure thatthere is no hostility,
harassment, bullying, that thatthings are productive, and, you
know, we're trying to createenvironments where people stay
on the ball and respectfulenvironments, I think, is most
of the, the intention behind alot of that. And most of the
(22:10):
time, they're, they're veryobvious, like, so much like the
stuff that you know, we flagfor, it's like, you know, don't
harass people don't, you know,do you think then, so, when
people's behavior in theworkplace does start to cross
the line into disruptive andoffensive to folks, and it's
(22:30):
starting to create disruptionsat work, regardless of the
content of the conversation?
That's a problem for anemployer. Right. And so, that is
the situation as well, forsocial media. And, you know, you
notice the categories of what Italked about what people care
(22:50):
about, politics isn't one ofthem. Um, now, you know, whether
an organization has a right tonot hire and fire you, because
of your political affiliation isone particular thing. But the
the disruption of what that thatconversation is, and of course,
(23:12):
like you, it depends, it dependson what you're saying, it
depends on how you're saying it,it depends on what the behavior
is, and what the consequences.
So that's why it's reallyimportant to have the context of
when you're talking about socialmedia screening, again, you
know, this isn't just a keyword, if he likes this
particular candidate, or thisthat we want to know, and we're
not going to hire him. That'sthe problem with doing it
(23:35):
yourself. You have your ownpolitical leanings, right? And
so you look at somebody here,like, oh, he voted for him, you
know, like, No thanks. But in anemployment setting, you know,
it's, it's beyond that it's muchmore specific as to workplace
related behavior and how thatplays out. And so in social
(23:55):
media screening to, you know, weadvise and we help our clients,
make sure that their code ofconduct policies reflect social
media policy or create a socialmedia policy, we have a lot of
templates and stuff and allsorts of things that we do to
help our clients if they don'thave that kind of worked out.
But generally speaking, it'sit's turning that basic code of
conduct into this also mattersfor your public social media
(24:19):
profiles, too. Because guesswhat, it's it's happening in the
workplace. And also companiesare getting heat for this stuff.
So if you're spouting off onsocial media about not liking
certain groups of people orwanting to do harm to others,
well, it's a problem for yourcompany. And it is it creates
damage again, internallyexternally. So these things and
(24:41):
much like your friend and youknow, I have sympathy but it
sounds like the gut. He waswarned. It's like, hey, dial it
down. You are, that is not, youknow, workplace related
conversations or appropriate. SoPlease, you know, maybe go post
in a private chat groupsomewhere where that belongs and
(25:04):
not. And it's interesting,actually, it's a really good
example. There's somebody elsesaid to me once, you know, we
consider the social mediaproblematic stuff, just like
somebody standing up in theircubicle and saying it out loud.
It's, it's now at the pointwhere that it's the same level
of concern for us. So we have tobe careful about, you know, how
that stuff is managed. Andpolicy policy policy, I always
(25:29):
say documentation, consistencyand policy, you have to be
consistent. So
Chuck Simikian (25:36):
it's, it's,
Bianca Lager (25:37):
it's not fun for HR to, to do.
Chuck Simikian (25:41):
But I what I heard you saying and I know
we're getting close to our time,but one of the things I heard
you say I liked is it soundslike you actually, and you have
over 1000 clients, I believe,right? Oh, yeah. So you have a
large number of clients, bigname clients, ladies and
gentlemen, big name clients.
Yeah. And it's not like someonecalls and said, hey, can do a
(26:02):
social media profile on this? Oryou're like, Sure, let's move
forward. Sounds like youactually say, Well, tell me
about the job. Tell me aboutyour code of conduct. Tell me
about the markers that you are,you know, that are really
relevant to you, your job andyour company. So it sounds like
it's a customized thing. In away, you know, we
Bianca Lager (26:23):
try to make it not a heavy lift for our clients,
right? So so what we bring tothe table is a lot of
experience, and kind of likethis is how other people do it.
Right? And we say, look, here'sthe basic setup. Here's how
other people do it. Here's whatwe know. And yeah, you know,
what's your operationalstructure? Like, you know, what,
(26:46):
where do you need support, andcustomers come to us in a
variety of situations. A commonone is, we have a major problem,
there's a fire. And we have todo something about it now. So
we'll help them scramble and getthat social media policy and and
operationally, make sure thedisclosures and everything are
(27:07):
all set, because the CEOs likedo this yesterday. Right. So
that happens. And then there aresome clients who are very
thoughtful, want to beproactive, already are ahead of
the game in some ways, and theyjust haven't kind of closed the
loop here. So. So yeah, so whatwe tried to do is provide best
practice advice and providetemplates adjudication supports
(27:30):
another part of it, what do I dowhen I actually have the report?
How bad is this? Do I need tofire every single person once I
get it? And so, you know, wewere you know, like, yeah, we
have your back. We have trainingprograms and benchmarking
reports and things that we canhelp you do that. And so clients
can be in a variety of settings.
And I would say for the mostpart, people are still, it's
(27:50):
still new to them. So most ofour clients are adopting these
for the first time. And so,yeah, there's a little bit of an
adjustment and just how to workit out. But, again, I mean, I
think I know a lot of clientsappreciate just that. Oh, okay.
This is this is the way you doit. This is how you formalize
(28:11):
it, like, here's the process andwe can make this work. We're
very minded and and reallyunrivaled in terms of how we
approach that clientrelationship. Because at the end
of the day, the outcomes oftheir What matters is the
outcomes in their workplace.
Right. So is this going to makean impact? How does this make an
(28:34):
impact? does it support yourdiversity and inclusion
initiatives? Is this part of aneffort to support other other
types of initiatives that mightbe of importance or a priority
right down? So we try to bereally mindful and careful about
exactly why somebody is doing itand operationally support them
(28:56):
in the best way we can. Yeah.
Chuck Simikian (28:57):
Wow. I mean, there's just so much so I gotta
ask you one last thing. Is thereanything that I missed any
message you want to get out tothe people listening today,
anything about you, about yourcompany, anything about the
whole social screening aspect?
Overall?
Bianca Lager (29:18):
I think one thing that people think about is that
there's a robot or some sort ofagain, like fancy Command F
happening and to some degree,yes, I mean, there's obviously
artificial intelligence machinelearning, again that studying of
the behavior study know thebehavior to know we need to zero
(29:40):
in on this content quick. Right.
But we do employ people toreview that no, their
investigators are analyzing thisstuff to make sure Alexa got it
right. And so I think there's atechnology conversation that's
like a whole other podcast to toconsider siddur but I think that
when you are thinking about thisstuff that, you know, one of the
(30:03):
the right approaches, andcertainly our approach is to
make sure it's accurate, right.
And so if you're concerned aboutthe accuracy or sort of things
being taken out of context,that's fair. And you certainly
have the right to look at yourown report, as a candidate as an
employer. If you're looking fora vendor, ask those questions
(30:24):
about, you know, how they, howthey weed through that stuff,
and how they work with differentplatforms in a compliant way,
because that matters, too. But,you know, we'll just leave that
little breadcrumb there. Andcertainly feel free to reach out
to me if you have any questionsabout it. That's excellent.
Chuck Simikian (30:44):
And I'm gonna have some contact information in
the show notes below. And Iunderstand you have a special
offer for our listeners. We do.
Bianca Lager (30:52):
Yes. So for podcast listeners, we went ahead
and just said, You know what,let's give them discounted
pricing for life. Well set upcontinual pricing. We think that
the Hey, try it for a certainstandpoint is not as impactful,
as you know, here is your lowestpossible cost. And that's going
to make it operationally as easyfor you as possible. So if you
(31:16):
just go to social Intel commbackslash podcast, and we'll
include the link, hopefully,over to you, then just let us
know that you heard us on thepodcast and, and we'll hook you
Chuck Simikian (31:28):
up. Yeah, the HR and leadership spotlight show,
podcast and videocast. Ladiesand gentlemen, first of all,
Bianca lager, thank you forbeing on the show. social
intelligence online backgroundscreening. Just a really cool
and fascinating field. Just avery cool and fascinating
(31:49):
person. You yourself. Thank
Bianca Lager (31:51):
you. So
Chuck Simikian (31:52):
I'm excited to have you and have a great day.
Thanks for listening, folks.
Social media background checks the future or
happening right now? Arecompanies taking a deep dive
into your social media to decidewhether to hire you or not?
legal, not legal. What do youthink my guest today, Bill yonka
(00:20):
lager is here to tell us allabout it.
Hey, Bianca, welcome to the HRand leadership spotlight Show.
Hey, Chuck,
Bianca Lager (00:38):
thanks so much happy to be here.
Chuck Simikian (00:39):
Excellent.
Excellent. I am excited to haveyou on today number one for for
a couple of reasons. Number one,it's extremely relevant in
what's going on in our countryin our world today, in regards
to the HR and the employment andthe hiring space, and the
political discussions and thesocial media stuff, I mean, it's
(01:00):
just just, it's just out ofcontrol. And it's, it's crazy.
It's very, very interesting. Soin that way, it's relevant. And
a number two, I've been an HRprofessional HR director
recruiter for years and yearsand what you're doing in your
company really hits home for me.
(01:21):
So I guess for Well, actually,before we get started, and I'm
just so excited, I'm going onand on. Tell me what you brought
for us today. Our students, wehave a little mug or Yeah, well,
I'm
Bianca Lager (01:33):
on brand with my social intelligence mug here.
But you know, we thought we'dalso point out Old Al behind me.
Albert Einstein is alwayswatching over my shoulder, some
cool street art I got in NewOrleans on a on a conference
trip once and, and I just likethe interesting colors, and also
(01:56):
the reminder to you know, aimfor brilliance, if you can aim
for intelligence, when you canlove that. And
Chuck Simikian (02:03):
I can't really see what's on your whiteboard
behind you. But it just lookslike you are just to brainstorm
what is going on there. Alright,so social intelligence, online
background screenings, God tellus all about it.
Bianca Lager (02:17):
It's a lot. Hope you have a minute, it's a lot.
And, you know,
Chuck Simikian (02:23):
I,
Bianca Lager (02:23):
I think To start off, I think most people might
have a spike of anxiety whenyou're thinking about it or
might think, you know, have anopinion. And, you know, what our
company does is social mediascreening for employment
purposes. So what we're tryingto provide as a solution for
(02:46):
employers and candidates alike,because at the end of the day,
this company was founded on thebelief that your boss shouldn't
be looking at your Facebookpage, they shouldn't be digging
through your pictures and, youknow, creating their own
narrative about who you are. Ifthey do have concerns or want to
(03:10):
kind of have more of an insight,there are certain business
related reasons that they mightwant to do that. So we try to
level the playing field foreveryone and say, Well, you
know, yes, you know, you haveconcerns, you know, and there's
some obvious stuff thatemployers are concerned about
violence, hate speech, you know,racism, intolerance, sexism,
(03:33):
sexually explicit stuff,criminal, potentially criminal
activity, like theft, drugs,things like that. Things that
matters thing that could disruptthe workplace, things that do
disrupt the workplace, that andone of the quotes that I use all
the time that client told me ata trade show once is it happened
in the workplace and ended uponline or it happened online and
(03:54):
ended up in the workplace. Sonow today, everywhere,
especially now, more than ever,after, you know, during the
pandemic, and work from homestuff, HR is really involved
with how relationships areplaying out online, or how
things like bullying andhostility and harassment, how
social media plays a part inthat and they are having to
(04:16):
confront these things. And sothe willy nilly idea of Well,
I'm just going to go do my owninvestigation. that's
problematic because now yourboss, your HR person, your, you
know, colleagues, your your coworkers are taking a look at all
sorts of things that you may ormay not want them to see. Even
if you have a public profile,and you're pretty open about
(04:39):
stuff, they're still kind ofcreating potential biases, you
know, at best, it's none oftheir business and at worst, you
know, it's gonna might createsome bias or discrimination
against you. So the idea reallyis that hey, employers, do you
have valid reasons why you mightwant to be concerned about
what's going on in someone'ssocial media. Yes, let's define
(05:02):
those, let's get a legalformalized process in order,
outsource that. And make surethat the candidate has
transparency into what's goingon is aware of what's happening,
and has methodology to disputeit to make sure that the
information is correct. And thatyou have solid documentation
(05:25):
that if you do need to make anemployment decision that you
can, it's actionable. You have areport here that you can either
document you can take action onhowever you see fit. But that's
formalized. It isn't just Well,I also had a recruiter Tell me
once, yeah, I look at theirInstagram and see if they take
too many selfies or pictures offood. And then I don't you know,
(05:48):
I don't move on. I don't know ifthat was a qualifier for the job
description there. So. So that'sit in a nutshell, but there's a
lot of questions
Chuck Simikian (05:58):
around it. Oh, yeah, absolutely. So how does
like what does that report I'mjust trying to envision so
alright, so I'm a recruiter.
Right? And I'm hiring and I maynot Google, everybody, just
because yeah, I'm hiring a lot.
But I Oh, geez, bandwidth. Youcan, we're hiring a CFO, we're
hiring the CFO, we're hiring asenior accountant, let's say, or
(06:20):
we're hiring an HR manager.
Okay. And I might think I knowthem and and I, and that sort of
thing. But I What does yourreport show I? Does it show?
Like, like you said, How manydrinks they've had? Does it
show? Like, what are youuncovering? And then what are
you revealing to the employer?
(06:43):
Like? What? Yes.
What's that dynamic?
Bianca Lager (06:46):
Sure. Yeah. And that's really important part
part of it all. So, you know,importantly, that process of how
it all what are we looking at,you know, we've talked about
this a lot business relatedbehaviors is something we need
to focus on. And I think for themost part, employers have the
(07:07):
mindset, and certainly we havethe mindset, you're not trying
to, like, catch someone in alie, you know, necessarily, or,
or be like this is they'retotally different online, you
know, than they are than whothey see. A lot of stuff is, you
know, potentially again,disruptive workplace stuff that
people may not even realize isoffensive or, or things that
(07:28):
could be against a code ofconduct against a policy, or
that they are very blatant aboutthat stuff. So it depends, but
that's really why you have tohave a really solid set of
behaviors and definitions thatyou're looking for. And it's
complicated. Okay. You know,when when, when an employer
(07:49):
says, I'm worried about hatespeech, well, what is hate
speech, who says the socialintelligence supposed to be the
hate speech, King and decidewhat is hate speech or not. And
so we go through a rigorousprocess of understanding social
media behavior, understandinglanguage, and how people use it
(08:14):
in different contexts withsarcasm, innuendos, slang words,
all sorts of things, we also wereturned to experts, right, and
resources. And what they help usdo is define these things
really, really carefully. Andthe four main categories main
buckets of information that mostemployers are worried about, is
(08:34):
intolerance, which is sort of avery large buckets hate speech,
sexism, racism, and things likethat. Violence, potentially
criminal activity, and sexuallyexplicit material. And there's
variances within those andcertainly some customizations.
But those are, you know,categorically things that
(08:57):
employers are like, yep, no,that's, that's it, you can
really slice those up in lots ofdifferent ways. But in the broad
context, like that's, those arethe main things. And so what we
do, again, is work reallycarefully to define what that
means, you know, it won't have acriminal activity, what kind of
criminal activity and againstwhose laws the US which state
(09:19):
and you know, things like that.
hate speech, we have somethingcalled the social intelligence
intolerance database, we'vecalled it and we, you know, turn
to credible sources to help usdefine hate slurs, hate symbols,
hate groups, different kinds ofthings that are involved in
terrorist activity, like theFBI, like the NAACP, like the
(09:39):
Southern Poverty Law Center,places that have have libraries
and keep this information sothat we can reference that and
that's an important part of theprocess. So what the report does
and to answer your questionspecifically, is take all of
that intelligence, the socialintelligence part of it and name
it But that is literally what wedo is is, you know, trying to
(10:04):
interpret behavior in anintelligent way. And give
employers very specific, wefound this on Facebook, it
happened in 2019. It was anoriginal post by this person,
they wrote it themselves. It wasintolerant for this reason. This
is the the reference point, thereads the source that we point
(10:29):
to, to say why it's scattegoriesdoesn't tolerant. And here's a
screenshot of what that exactcomment was. But what we are
removing from the report is anyprotected class information that
about the candidate. So forexample, a candidate says, I
belong to such and such church,and I just love the church, but
(10:53):
I also I hate these types ofpeople, or I use the N word and
the same sentence or something,you know, extreme, more not
extreme. What we're doing is isavoiding the employer from being
exposed to the information aboutwhat church they go to, because
(11:13):
that's not the relevant part ofthe poll. Right, right. And so
the it isn't, it also waspotentially like, Hey, you
didn't fire me, because I usethe word you fired me. Because
we're church, I go to kind of athing. So the idea is to really
focus on the actionable and thebusiness related content. And
it's like a criminal report. Sothat if there's a crime, because
because there's so a piece ofnegative flagged content, we
(11:38):
call it flagged content that wefind we alert the employer and
let them know and show them giveas much detail as possible.
And if there's not, you get areport that says, hey, you know,
we found their LinkedIn, and wefound a Facebook friend or
Twitter, nothing, nothing crazyover here, you know, all as
well, essentially. And that'sthat. So most of the time,
(11:58):
that's what comes back. Somefolks, I mean, most of the time,
that just like criminal reports,you know, there's no history of
that. So when there is we try tobe as detailed and defined as
possible, and concise so thatthey're also not getting a
command F of the F word 500,000times that that is fairly
innocuous to the job, too. Soit's the product design and the
(12:21):
concepts of how we have toreport information. So do we
really think deeply about reallyclosely? I mean, I guess that's
why Old Owl is over here forinspiration.
Chuck Simikian (12:30):
Yeah, I'm blown away. So what you're telling me,
not a bunch of kids sitting intheir parents basement,
searching the internet, andcoming up with all kinds of
stuff? Not quite. Yeah, we've,we've, we've
Bianca Lager (12:45):
no, it's it's it's a lot more work than that. And
in your own basement. Now, a lotmore lawyers are involved.
Chuck Simikian (12:53):
I bet. And one thing I saw just as I did a
little bit of research, and Iwant to pivot on some other,
some other contemporary thingshappening in the news. One thing
you though, is you're alignedwith the Fair Credit Reporting
Act.
Bianca Lager (13:08):
Yeah, we're consumer consumer reporting
agency. So it's what happened isthis company is founded in 2010,
and 2011. The Federal TradeCommission, who was primarily
tasked with consumer privacysituations at the time, caught
wind of it. That's a whole storyabout how they caught wind of
(13:28):
it. But anyway,
Chuck Simikian (13:30):
folks, I got
Bianca Lager (13:31):
ratted out but anyway, I'm fairly so to say,
hey, what are these guys doing?
You know, Is this fair? Is thisright? Is this legal? What
should we do here? And so thecommission did an audit had had
professionals come out, came toour offices, monitored and
watched how we did things, tooka review of the product design,
the sales, everything. That isdisclosure and authorization
(13:55):
process that we have been, ithad been advised to set up. And
they came out and you if youGoogle, social Intel, FTC,
you'll find their opinion lettercame out and said, Yeah, okay,
you know, your, what you'reproducing is a consumer report,
your consumer reporting agency,so far, you're living up to the
FCRA, we reserve the right tocheck back on you later. And so
(14:18):
that's about as best as you canget. But it was a really
important and pivotal really,you know, everybody who's come
to market since has used thatand leveraged that situation.
That was obviously not very funfor us. But but the outcome
really made it clear about whatthe rules were. And so just like
(14:39):
a criminal report, and wepartner with those kind of
traditional background screeningcompanies, so that what this is,
is that it is a part of one ofthose packages generally and so
it makes it really clear andthat's that's where we are
that's our lane that's in termsof you know, as you your
extensive experience. knowsthere's a process for this as a
(15:00):
timing thing, there's rules whenyou can do background checks and
when you can't, what you needsigned and all this kind of
stuff, right? And so it fitsright into that process. And so,
you know, without just saying,oh, what's FCRA? compliant? I
mean, there's a lot of veryspecific things that we have to
live up to maximum possibleidentity is one, two, you know,
making sure we get the rightjohn smith in Los Angeles.
(15:22):
Absolutely. So all those kindsof things have to live up to.
And then importantly, like Imentioned, like criminal
reports, or like any otherbackground check, you get in an
employment purpose setting, youhave the right to dispute it,
and you have the right to say,wait a minute, you know, I think
you got that wrong.
Chuck Simikian (15:39):
So it follows the same thing pre adverse
action letter? Yes. Wow. Okay.
And so I guess the thing thatsparked me just want to ask you
is, do people even know they'regetting their social media
background check? Or do theysign a waiver? Like, if I was
going to do the standardcriminal background check, you
know, on someone, I, they, thebackground check. Companies
(16:00):
always want that, that waiversigned, and we put it in the
application? Like, we coverourselves they cover? Yep. Do
people know they're gettingtheir social media background
checked?
Bianca Lager (16:10):
If they're reading the documents, they know, um,
you know, not only that, but butwhen you are signing your
relevant background checkinformation, I think it's
important for folks to know thatthis could be a part of it. And
that when they're saying, Hey,we're gonna do all relevant some
(16:32):
of the language, it depends onthe client and the person, the
really their lawyer to use whatlanguage they feel is necessary.
So sometimes the relative thelanguage is vague is to say,
relevant background checks,right or necessary, or some
language like that. So, youknow, I think it's important for
(16:53):
folks to know that this is apossibility. Generally speaking,
you can also ask the HR people,what is included as well, so
that, you know, specifically, Ithink, though, that, for the
most part, do the effort is toinform people really carefully?
Do folks read every line of thatstuff? You know, you kind of
(17:14):
click through it ready to putyour information in and move on?
I would say, though, and myexperiences said that, if you
are somebody who is like, Oh, mygosh, I need to think about
this, I need to know, you'llprobably be all right. You know,
I if you're somebody who takescare, to show respect, or have
respect for yourself, or havethat even insight to know that,
(17:37):
you know, oh, my goodness, youknow, maybe I need to consider
this, if you're thoughtful inthat way. I would, I'm gonna bet
that the odds are in your favorthat your social media public
profiles are not going to comeback with with anything too, too
extreme or too messy for you. Sothe first the number one thing
(18:00):
to do, you know, check your ownaccounts, take a look, take a
look at the stuff that you have.
And I always say be kind.
Chuck Simikian (18:08):
I gotta tell you, it's I think it's
brilliant. I and I think it's,you know, you've already asked
the question, why can't you doyour own reports? I think it's
great to strip out the and whatI heard, just from the text is
you strip out the EEOC protectedclasses
Bianca Lager (18:24):
by federal and state, so not sure. But so okay.
But But yeah, state level aswell.
Chuck Simikian (18:29):
Sure. So. So that's, that's HR speak, folks.
Yes. So, so let's just pivotreal quickly. And I want to tell
you a story. I love stories. Oh,yeah. So here's the story and HR
story today. So I had someonethat I know, calls me today. And
(18:52):
he tells me, and this is inregards to free speech, social
media, what are your rights, andevery once and I teach class, so
I'm a, you know, HR consultant,like a soldier and I teach a lot
of employment law classes, HRlaw classes, and, you know,
every time someone says, Well,can I fire someone for what they
wrote on Facebook or somethinglike that? And, you know, my
(19:14):
answer is, well, probably,maybe, yes. But you know, it
depends. You know, that's likethe the answer I, I usually give
them but I had a, someone callme today and he says to me, I
lost my job. I said, Really? Hesaid, Yeah, he said, last week,
they called me in HR. And theysaid, we've told you once
(19:37):
before, no talking politics, andberating people, making them
feel badly about their politicalopinions or anything. And
today's your last day. And he'sshocked. He calls me says Chuck,
no, you're an HR is I get this,you know, Hey, I know you're an
HR Can I ask you a question? AndI said, Short and he says, you
(20:01):
know, I'm thinking I'm gonna suethem. He goes, they're offering
him severance and all this stuffto sign off. Okay? Pretty good
severance. But I said he's tellsme the story. So I'm gonna sue
them. He says, I think I couldget him for half a million
dollars. And I'm like, I'm like,dude, dude. I said, number one,
(20:22):
you're in Florida. So it's, it'san employment at will state
number two, right? Take theseverance. But what do you think
about that Tim? saying, I'mgonna sue, I got free speech. I
have a right to free speech, mymy rights are being violated.
Bianca Lager (20:40):
You certainly have a right to free speech and you
are not going to jail for that.
But you can't work here is theanswer from for most employers.
So you know, yeah. I mean,clearly, there's a direct tie
in. And that's the thought whenhe talked about social media, I
could say whatever, I wantsocial media. Okay, well, if
you're saying, I'm going to killyou on social media, there's
(21:03):
consequences to that. Much likethere's consequences of if you
actually committed a crimeoutside of your work. It could,
depending on what the crime was,be relevant to your job. And so
free freedom of speech is a toolfor the government and
(21:24):
potential, you know, there'svarious legal cases. And I'm
certainly no free speak judgeexpert in the broader sense. But
in terms of, you know, what itmeans for the workplace? Well,
workplaces are certainly legallyable to have Code of Conduct
policies, and policies thatsupport productive workplaces
(21:50):
that are there to ensure thatthere is no hostility,
harassment, bullying, that thatthings are productive, and, you
know, we're trying to createenvironments where people stay
on the ball and respectfulenvironments, I think, is most
of the, the intention behind alot of that. And most of the
(22:10):
time, they're, they're veryobvious, like, so much like the
stuff that you know, we flagfor, it's like, you know, don't
harass people don't, you know,do you think then, so, when
people's behavior in theworkplace does start to cross
the line into disruptive andoffensive to folks, and it's
(22:30):
starting to create disruptionsat work, regardless of the
content of the conversation?
That's a problem for anemployer. Right. And so, that is
the situation as well, forsocial media. And, you know, you
notice the categories of what Italked about what people care
(22:50):
about, politics isn't one ofthem. Um, now, you know, whether
an organization has a right tonot hire and fire you, because
of your political affiliation isone particular thing. But the
the disruption of what that thatconversation is, and of course,
(23:12):
like you, it depends, it dependson what you're saying, it
depends on how you're saying it,it depends on what the behavior
is, and what the consequences.
So that's why it's reallyimportant to have the context of
when you're talking about socialmedia screening, again, you
know, this isn't just a keyword, if he likes this
particular candidate, or thisthat we want to know, and we're
not going to hire him. That'sthe problem with doing it
(23:35):
yourself. You have your ownpolitical leanings, right? And
so you look at somebody here,like, oh, he voted for him, you
know, like, No thanks. But in anemployment setting, you know,
it's, it's beyond that it's muchmore specific as to workplace
related behavior and how thatplays out. And so in social
(23:55):
media screening to, you know, weadvise and we help our clients,
make sure that their code ofconduct policies reflect social
media policy or create a socialmedia policy, we have a lot of
templates and stuff and allsorts of things that we do to
help our clients if they don'thave that kind of worked out.
But generally speaking, it'sit's turning that basic code of
conduct into this also mattersfor your public social media
(24:19):
profiles, too. Because guesswhat, it's it's happening in the
workplace. And also companiesare getting heat for this stuff.
So if you're spouting off onsocial media about not liking
certain groups of people orwanting to do harm to others,
well, it's a problem for yourcompany. And it is it creates
damage again, internallyexternally. So these things and
(24:41):
much like your friend and youknow, I have sympathy but it
sounds like the gut. He waswarned. It's like, hey, dial it
down. You are, that is not, youknow, workplace related
conversations or appropriate. SoPlease, you know, maybe go post
in a private chat groupsomewhere where that belongs and
(25:04):
not. And it's interesting,actually, it's a really good
example. There's somebody elsesaid to me once, you know, we
consider the social mediaproblematic stuff, just like
somebody standing up in theircubicle and saying it out loud.
It's, it's now at the pointwhere that it's the same level
of concern for us. So we have tobe careful about, you know, how
that stuff is managed. Andpolicy policy policy, I always
(25:29):
say documentation, consistencyand policy, you have to be
consistent. So
Chuck Simikian (25:36):
it's, it's,
Bianca Lager (25:37):
it's not fun for HR to, to do.
Chuck Simikian (25:41):
But I what I heard you saying and I know
we're getting close to our time,but one of the things I heard
you say I liked is it soundslike you actually, and you have
over 1000 clients, I believe,right? Oh, yeah. So you have a
large number of clients, bigname clients, ladies and
gentlemen, big name clients.
Yeah. And it's not like someonecalls and said, hey, can do a
(26:02):
social media profile on this? Oryou're like, Sure, let's move
forward. Sounds like youactually say, Well, tell me
about the job. Tell me aboutyour code of conduct. Tell me
about the markers that you are,you know, that are really
relevant to you, your job andyour company. So it sounds like
it's a customized thing. In away, you know, we
Bianca Lager (26:23):
try to make it not a heavy lift for our clients,
right? So so what we bring tothe table is a lot of
experience, and kind of likethis is how other people do it.
Right? And we say, look, here'sthe basic setup. Here's how
other people do it. Here's whatwe know. And yeah, you know,
what's your operationalstructure? Like, you know, what,
(26:46):
where do you need support, andcustomers come to us in a
variety of situations. A commonone is, we have a major problem,
there's a fire. And we have todo something about it now. So
we'll help them scramble and getthat social media policy and and
operationally, make sure thedisclosures and everything are
(27:07):
all set, because the CEOs likedo this yesterday. Right. So
that happens. And then there aresome clients who are very
thoughtful, want to beproactive, already are ahead of
the game in some ways, and theyjust haven't kind of closed the
loop here. So. So yeah, so whatwe tried to do is provide best
practice advice and providetemplates adjudication supports
(27:30):
another part of it, what do I dowhen I actually have the report?
How bad is this? Do I need tofire every single person once I
get it? And so, you know, wewere you know, like, yeah, we
have your back. We have trainingprograms and benchmarking
reports and things that we canhelp you do that. And so clients
can be in a variety of settings.
And I would say for the mostpart, people are still, it's
(27:50):
still new to them. So most ofour clients are adopting these
for the first time. And so,yeah, there's a little bit of an
adjustment and just how to workit out. But, again, I mean, I
think I know a lot of clientsappreciate just that. Oh, okay.
This is this is the way you doit. This is how you formalize
(28:11):
it, like, here's the process andwe can make this work. We're
very minded and and reallyunrivaled in terms of how we
approach that clientrelationship. Because at the end
of the day, the outcomes oftheir What matters is the
outcomes in their workplace.
Right. So is this going to makean impact? How does this make an
(28:34):
impact? does it support yourdiversity and inclusion
initiatives? Is this part of aneffort to support other other
types of initiatives that mightbe of importance or a priority
right down? So we try to bereally mindful and careful about
exactly why somebody is doing itand operationally support them
(28:56):
in the best way we can. Yeah.
Chuck Simikian (28:57):
Wow. I mean, there's just so much so I gotta
ask you one last thing. Is thereanything that I missed any
message you want to get out tothe people listening today,
anything about you, about yourcompany, anything about the
whole social screening aspect?
Overall?
Bianca Lager (29:18):
I think one thing that people think about is that
there's a robot or some sort ofagain, like fancy Command F
happening and to some degree,yes, I mean, there's obviously
artificial intelligence machinelearning, again that studying of
the behavior study know thebehavior to know we need to zero
(29:40):
in on this content quick. Right.
But we do employ people toreview that no, their
investigators are analyzing thisstuff to make sure Alexa got it
right. And so I think there's atechnology conversation that's
like a whole other podcast to toconsider siddur but I think that
when you are thinking about thisstuff that, you know, one of the
(30:03):
the right approaches, andcertainly our approach is to
make sure it's accurate, right.
And so if you're concerned aboutthe accuracy or sort of things
being taken out of context,that's fair. And you certainly
have the right to look at yourown report, as a candidate as an
employer. If you're looking fora vendor, ask those questions
(30:24):
about, you know, how they, howthey weed through that stuff,
and how they work with differentplatforms in a compliant way,
because that matters, too. But,you know, we'll just leave that
little breadcrumb there. Andcertainly feel free to reach out
to me if you have any questionsabout it. That's excellent.
Chuck Simikian (30:44):
And I'm gonna have some contact information in
the show notes below. And Iunderstand you have a special
offer for our listeners. We do.
Bianca Lager (30:52):
Yes. So for podcast listeners, we went ahead
and just said, You know what,let's give them discounted
pricing for life. Well set upcontinual pricing. We think that
the Hey, try it for a certainstandpoint is not as impactful,
as you know, here is your lowestpossible cost. And that's going
to make it operationally as easyfor you as possible. So if you
(31:16):
just go to social Intel commbackslash podcast, and we'll
include the link, hopefully,over to you, then just let us
know that you heard us on thepodcast and, and we'll hook you
Chuck Simikian (31:28):
up. Yeah, the HR and leadership spotlight show,
podcast and videocast. Ladiesand gentlemen, first of all,
Bianca lager, thank you forbeing on the show. social
intelligence online backgroundscreening. Just a really cool
and fascinating field. Just avery cool and fascinating
(31:49):
person. You yourself. Thank
Bianca Lager (31:51):
you. So
Chuck Simikian (31:52):
I'm excited to have you and have a great day.
Thanks for listening, folks.
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