The dispute resolution process gives job seekers "their day in court," says Drucker. It gives them the chance to dispute the accuracy of the information or to otherwise explain the nature or circumstances surrounding the information.
Drucker adds that job seekers only get to see these reports when an employer decides to make a hiring decision based on the information in the report. Another important point: Social Intelligence only sends reports to employers when the company's investigation turns up information that the employer wanted to know about. So if a screen turned up sexually provocative photos and nothing else, but the employer didn't indicate that it wanted to know about a candidate's fetishes, a report would not be generated.
Drucker likes to believe his company shields job seekers' and employers from harm. "The charter of the company is about protecting that job applicant's privacy and protecting that employer from allegations of discrimination and from making negligent hires," he says.
While Social Intelligence helps employers reduce their legal risk when it comes to checking into prospective employees' social networking activity, it doesn't protect the job seeker's privacy. The opinions they express and images they chose to post on the open Web were never private, therefore, their dirty laundry remains subject to Social Intelligence and its customers' prying eyes.
Sign up for CIO Asia eNewsletters.