When a viral video of a young woman canoodling with some dough at a pretzel chain surfaced online, the public outrage was swift and merciless. The worker was fired, but the drama didn’t end there.

Soon after, the worker reappeared at an ice cream shop. However, the management claimed she hadn’t exactly been forthright about who she was. The young woman in question was then accused of having provided false details during her application process.

In the grander scheme of things, this controversy has sparked a wider conversation about hiring practices in Malaysia. Experts are now urging businesses to prioritise rigorous background checks.

The call for rigorous vetting

Datuk Dr Syed Hussain Syed Husman, the president of the Malaysian Employers Federation, recently weighed in on the matter, stressing the need for more robust background checks, particularly in industries such as food and beverage, where safety and hygiene are non-negotiable. He argued that such precautions not only safeguard workplace environments but also bolster consumer trust.

“Clients feel reassured knowing that the individuals they interact with have been properly vetted,” he said, as first reported by The Sun. “To prevent untoward incidents, a comprehensive hiring process that includes multiple layers of verification is crucial.”

The hiring process is akin to building a fortress – layer by layer. For Syed Hussain, it should include detailed reference checks, psychological evaluations, and regular updates to hiring policies.

These measures act as the first line of defence against individuals who might engage in misconduct or jeopardise workplace harmony.

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Lessons for employers

Highlighting the challenges of vetting entry-level and part-time workers, Syed Hussain pointed to the food and beverage sector as a cautionary tale.

“Employers need to have clear policies for dealing with cases of concealed identity or false information to safeguard themselves,” he said.

“Once a person is hired, it will be a tedious process to terminate the employment, which includes conducting a domestic inquiry to take the necessary disciplinary action.”

Younger employees, he noted, often seek attention through social media antics, which can inadvertently harm their employers.

For businesses, adopting clear policies to address cases of falsified information or concealed identities is crucial. Terminating an employee with questionable conduct, he cautioned, could be a long and bureaucratic process involving disciplinary inquiries.

However, even as businesses ramp up scrutiny, they must tread carefully to ensure compliance with the Personal Data Protection Act. Transparency and respect for candidates’ privacy rights remain essential, creating a fine line between due diligence and overreach.

Exposure on social media

The trickiest place to check for reputational blunders, of course, is social media. As hiring becomes more complex, businesses must see background checks not as an optional step but as a cornerstone of their recruitment strategy. A lapse in due diligence can be costly, turning what seemed like a perfect hire into a PR nightmare.

“A social media background check uses the candidate’s own social media handles and scans their profiles, as well as their activities across social media platforms. Everything from comments to likes, shares, and posts, are assessed. It then produces a result that lets you know how those individuals fit within your company’s culture, value, and more,” explained Robert Stewart, chief revenue officer at Triton Canada, a specialist in background checks.

“As an HR leader/executive the cost to you to recruit candidates that do not align with your organisational values is far higher than the negligible cost associated with giving your team the ability to obtain social media background checks on viable candidates,” Steward said.

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Discriminating against candidates

With advanced tools now at their disposal, business and HR leaders can easily develop a more complete view of a candidate’s online reputation.

“While the benefits of social media screening are clear, the practice is not without its pitfalls. One of the primary concerns is the potential for bias and discrimination,” said Linda Wolters, a strategic account manager from background screening solutions provider Data Facts.

“Social media profiles often contain information related to a candidate’s age, race, gender, religion, and other protected characteristics. If this information influences hiring decisions, it can lead to discriminatory practices, whether intentional or not.”

“As with any background screening service, it is required that you obtain consent from candidates before conducting social media checks. This can help mitigate privacy concerns and ensure transparency,” Wolters said.

“Only consider information that is directly relevant to the job and the candidate’s ability to perform their duties. Avoid making decisions based on personal characteristics or opinions.”

In an era where reputations are built and broken online, employers must treat hiring as a delicate balancing act. It’s about walking the tightrope between being vigilant and being respectful of candidates’ rights, ensuring that the workplace remains a safe and trustworthy environment for all.

After all, a single bad apple can spoil the bunch, but a well-maintained hiring process can keep the entire orchard thriving.