How Fama’s Online Screening Solution Detects Misconduct at Work

Whether you’re sourcing new job candidates, investment partners, brand ambassadors, or vendors, you need a way to really get to know your next hire or partner. This deep level of knowledge builds trust, creates a path to a successful and mutually-beneficial relationship, and protects your professional reputation, brand, and investment dollars.

One of the best ways to do that is through online screening tools, which help you hire, place, and invest in great people so you can work with great people. In this article, we’ll walk through how Fama’s online screening solution detects possible instances of misconduct at work to help you improve your quality of hires, partners, and investments.

Let’s start by walking through compliance filters.

What Are Compliance Filters?

Compliance filters help ensure that you don’t pry into a candidate's private life when conducting online screening. Compliance Filters use a combination of AI, text, and image analysis to comb a candidate's online presence for certain types of misconduct, highlighting any reference to such misconduct for user review. In Fama’s case, the content that is filtered are the things that candidates say and do online, as well as web results they might appear in. Customers can configure their Compliance Filters to reflect the various types of misconduct relevant to their business. The only results that appear on a screening report are those that make it through a Compliance Filter, ensuring that customers don’t expose themselves to information irrelevant to their unique process.

What do Compliance Filters Screen For?

Our out-of-the-box solution includes 9 Compliance Filters, which look for:

Crime
Threats
Violence
Harassment
Sex
Drugs
and more

Fama’s filters can also be easily configured. Many customers choose to configure compliance filters based on what they specifically consider workplace misconduct in their employer’s code of conduct. Employers may also choose to define filters by seniority or job type.

Once the filters have been set up and candidate or partner identities are validated, our tool searches over 10,000 online sources of public data and flags content that may indicate potential theft, violence, crime, and other harmful behaviors that are considered misconduct issues by the employer.

How do Fama’s Compliance Filters Work?

Fama’s Compliance Filters work in several unique and interesting ways that help companies hire and work with great people. The solution uses AI technology that is constantly learning and adapting to employers’ definitions of workplace misconduct. Fama also allows for keywords to flag both exact and fuzzy word searches to surface specific types of job-relevant information. This includes determining group affiliations, industry-specific threats, job-specific terms, local dialects, language, and other risk factors.

Here are some specific examples of how our compliance filters uncover possible instances of workplace misconduct:

Crime: We flag criminal activity based on a candidate’s involvement in the crimes, including theft, gang affiliations, or even support of criminal activity. At the same time, our solution knows to hide any crimes not involving the actual candidate.
Violence: Violence and violent tendencies are identified through violent words and images, endorsements of gun violence, excessive gore, or intent to commit a violent act. Our solutions know the difference between the candidate acting violently or when they simply share articles about violence that don’t involve the candidate, movie scenes, or things like anti-violence advocacy.
Threats: Threats are another major source of misconduct. We report content with threats of physical harm to people, property damage, as well as controlling or intimidation-related content. Our solution knows the difference between violent or aggressive acts of other people and even mixed martial arts.
Harassment: We uncover harassment by flagging direct intimidation, or content that ostracizes, shames, name-calls, or spews patronizing insults at individuals. We know the difference between harassment and degrading language towards a broader audience or non-human objects.
Intolerance: We flag intolerance by content that is prejudicial on the basis of race, gender, sex, sexual orientation, and national origin. The use of bigoted symbols and images is also included. Our solution knows how to eliminate mainstream political beliefs and civil political discourse from flags, as well.
Sex: Sex is flagged through sexual innuendos, nude photos, explicit or suggestive imagery, adult sex stores, pornographic content. Our solutions know to exclude things like swimwear, underwear, nude statues, sex education, and even “food porn.”
Drugs: Cannabis and drugs are flagged based on the use, growth, or sale of cannabis, CBD, or other illicit drugs. This includes images of cannabis and drugs, as well. We know how to exclude cigarettes, cigars, e-cigarettes including Juul, as well as content advocating for detoxing or rehabilitation.

Conclusion

Every person in your company impacts the organization. Hiring great people means working with great people, which means achieving great business results and employee experience.

Candidates can put on a show in interviews, resumes, or applications, but it’s hard to maintain a false persona long-term. That’s why Fama helps companies understand who candidates are and how they act every day before new hires or partners open your company up to fraudulent, corrupt, or violent behaviors.

Our online screening tool flags potential workplace misconduct issues from over 10,000 publicly available online sources to help you hire great people - and only great people.

Learn more about workplace misconduct, and how to prevent it through online screening. Schedule a demo today.