Using Social Media For Recruiting and Screening Applicants
March 12, 2014
Title: Using Social Media For Recruiting and Screening Applicants
Date/Time: Wednesday, March 12, 2014 . 2:00 p.m. to 3:30 p.m. Eastern
Speaker: Attorney Lester Rosen, Founder & CEO Employment Screening Resources (ESR)
Format: Audio Conference
PHR / SPHR Credits: This program has been approved for 1.5 recertification credit hours through the HR Certification Institute.
Just because something is online does not mean it is true - or can be used legally. This is especially true with information found online, and even more so when that information is used as part of a hiring decision.
The problem? Though employers and recruiters can quickly and easily discover a treasure trove of information on potential job applicants by using social networking sites and search engines, the unrestricted use of that information for hiring is not without risks.
Legislatively, some states have laws that prohibit employers from requiring an applicant's social media password or from making the applicant go online while the employer examines their social media sites, while other states prohibit the use of legal off-duty conduct in hiring decisions.
For example, consider an employer who views the Facebook page of an applicant: that employer could see information such as ethnicity, country of origin, age, sex, medical issues, religious affiliations, and marital status, as well as that applicant's attitudes regarding drugs, sex, and work. And just knowing such information – whether they act on it or not – could get the employer sued.
In essence, having "Too Much Information" can land employers in hot water over allegations of discrimination. There is also the issue of privacy since it is not clear that by going online, consumers give up all privacy rights protections. There are also issues as to authenticity and identity when searching online sites as well.
However, even though there are potential risks, using social networking sites and search engines to recruit and screen applicants is worthwhile and can definitely improve your hiring pool. You just have to do it right – and legally! That's where this training session helps.
This session will examine the pros and cons of utilizing online data to recruit and screen applicants, with a focus on strategies for getting what you need while minimizing the potential for discrimination or invasion of privacy. By attending, you and your team will learn:
- The pros and cons of utilizing online data to recruit and screen applicants
- What is available online: what you can, can't, and shouldn't use
- Commonly used sites: what you may find – and what are the risks in using these sites
- Strategies for getting what you need
- Issues with privacy, accuracy, discrimination, and authenticity – and how to avoid these problems
- How do discrimination laws and rules concerning off-duty conduct apply?
- How to deal with phony degrees and references
- Best practices for employers, HR, and recruiters
About Your Presenter:
Lester S. Rosen is an Attorney at Law and Founder and CEO of Employment Screening Resources (ESR), an accredited, national background screening company under the National Association of Professional Background Screeners (NAPBS) accreditation program, a professional trade organization for the screening industry. He is the author of "The Safe Hiring Manual: The Complete Guide to Employment Screening Background Checks for Employers, Recruiters, and Jobseekers" and "The Safe Hiring Audit." He is a consultant, writer, and frequent presenter on pre-employment screening and safe hiring issues. He also has qualified as an expert witness on issues surrounding safe hiring and due diligence. His speaking appearances have included numerous national and statewide conferences.