Public profile matching
Use candidate-supplied identifiers to reduce the risk of attributing a public profile or post to the wrong person.
Digital footprint screening
Social Media Check Australia
Review public online behaviour and digital reputation signals before hiring, onboarding or approving a sensitive role.
Public online footprint review
Role and risk aligned screening
Secure candidate workflow
Clear report for decision makers
Public-source screening with human context
A defined social media check, not an unrestricted search
A professional social media check should focus on publicly available, role-relevant information and avoid private or protected personal information. AuthNTick structures the search and report so authorised reviewers can assess context rather than rely on a raw list of posts.
Where this check can fit
Public-facing, trust-sensitive or senior leadership appointments
Roles with documented reputation, safety or conduct requirements
Consistent screening where online searches are already part of policy
Reviewing public professional profiles for material résumé inconsistencies
Review scope
What the public-source review records
A structured result gives authorised reviewers the source, context and role relevance needed for a fair assessment.
Role-relevant public material
Review accessible online content against the employer’s documented role requirements and screening purpose.
Source and context
Record the public source and enough surrounding context for an authorised reviewer to understand what was found.
Human-readable findings
Present potentially relevant results for review without turning an online search into an automated hiring decision.
Responsible workflow
How a responsible online review works
Step 1
Define the screening purpose
The employer sets lawful, job-related criteria before searching begins, including what should be excluded from consideration.
Step 2
Obtain candidate details and consent
Identifiers supplied for the check help distinguish the candidate from people with similar names.
Step 3
Review publicly accessible sources
The search is limited to material available without requesting passwords, bypassing privacy controls or accessing private accounts.
Step 4
Apply human review
The employer considers relevance, authenticity, context and the candidate’s explanation before making any decision.
Fair decisions
Privacy, fairness and interpretation limits
Public content can be incomplete or misleading. These boundaries keep the result proportionate and human-reviewed.
1
The check does not request social media passwords, enter private groups or bypass account privacy settings.
2
Protected attributes and lawful private conduct should not be treated as evidence of role suitability.
3
Public content can be outdated, satirical, manipulated or incorrectly attributed, so context and identity matching matter.
4
A finding should be reviewed by a person and, where it may affect a decision, the candidate should have a fair opportunity to respond.
Review guidance
Set the screening rules before searching
A documented scope helps keep the review proportionate and prevents an online search from drifting into irrelevant personal information. The employer should be able to explain why each category of public material is connected to a genuine responsibility or risk of the role.
- Define the public sources, date range and role-related behaviours that may be reviewed, along with subjects that reviewers must disregard.
- Apply the same written criteria to candidates being considered for comparable positions and restrict the report to authorised decision makers.
- Exclude protected attributes and lawful personal opinions that have no demonstrated connection to the job, even when they are visible online.
- Record candidate consent and explain the screening purpose so the process is transparent rather than an undisclosed search by an individual manager.
Review guidance
Test identity, authenticity and context
Public online material is easy to misattribute or misunderstand. Similar names, parody accounts, reposted content and old material can all create a misleading impression, so potentially relevant findings need a careful human assessment before they influence a decision.
- Match more than a name by using candidate-supplied identifiers and contextual details, and mark uncertain profile attribution as unresolved.
- Preserve the source, date and surrounding context instead of reporting an isolated screenshot or phrase that changes meaning when separated from the original post.
- Consider whether material is authentic, current, role-relevant and proportionate, including whether it reflects the candidate’s own conduct or merely content posted by somebody else.
- When a finding could materially affect employment, provide a fair opportunity for the candidate to explain mistaken identity, altered content or missing context before a final decision.
Continue exploring
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ExploreFrequently asked questions
Does the check access private social media accounts?
No. The scope is publicly accessible online information. Candidates are not asked to provide account passwords or change privacy settings.
Is every controversial post relevant to employment?
No. Relevance depends on the genuine requirements and risks of the role. Employers should consider context, age, authenticity and applicable workplace and anti-discrimination obligations.
How do you avoid confusing people with similar names?
Candidate-supplied identifiers and contextual matching are used, and uncertain attribution should be clearly labelled rather than reported as fact.
Can a social media check make the hiring decision?
No. It supplies information for authorised human review. The employer remains responsible for a fair, lawful and role-related decision.
Professional online presence screening
Add public-source screening with clear boundaries.
Request a quote and our team will guide the screening workflow.