Tag Archives: Facebook

Germany Proposes Law Restricting Employers from Using Facebook when Recruiting

By Thomas Ahearn, ESR News Blog Writer

According to a recent article in the NY Times, the German government has proposed placing restrictions on employers who wish to view the profiles of job applicants on wildly popular social networking sites such as Facebook when recruiting.

The Times reports that the proposal to limit the use of Facebook for recruiting – part of a proposed law governing workplace privacy – would allow recruiters to search publicly accessible information about applicants on the Web and view applicant pages on job sites such like LinkedIn but not search on “purely” social networking sites like Facebook.

The German bill limiting the use of Facebook – which claims over 500 million users worldwide and about 10 million in Germany – could pass this year, the Times reports.

A law like the one proposed in Germany blocking employers from checking the social profiles of job applicants on Facebook would mean big changes in America, since recruiters routinely use social-networking sites to find out more about applicants. A 2009 survey from job networking site CareerBuilder.com found 45 percent of employers used social networking sites to research candidates and 35 percent rejected applicants based on what was uncovered.

Of the 35 percent of employers who found content causing them not to hire the candidate:

  • 53 percent cited provocative/inappropriate photographs or information
  • 44 percent cited content about drinking or using drugs
  • 35 percent cited bad-mouthing of previous employers, co-workers or clients 
  • 29 percent cited poor communication skills
  • 26 percent cited discriminatory comments
  • 24 percent  cited misrepresentation of qualifications
  • 20 percent cited sharing confidential information from a previous employer 

However, social networks should not be seen by employers as some sort of “cheap-and-easy” background check, according to Les Rosen, President of Employment Screening Resources (ESR), a leading provider of background checks for employers and recruiters.

“Employers and recruiters have discovered a treasure trove of information on potential job applicants in social networking sites such as Facebook and LinkedIn,” says Rosen, a frequent speaker on employment screening issues and the author of “The Safe Hiring Manual – The Complete Guide to Keeping Criminals, Imposters and Terrorists out of the Workplace,” the first comprehensive guide on employment screening for employers. “However, the use of these social media sites can present legal risks, including privacy and discrimination issues. We show employers how to avoid these legal landmines.”

ESR will present a webinar featuring Rosen to educate employers and recruiters on the proper use of popular social media such as Facebook and LinkedIn during background checks. The webinar – “Avoiding Legal Landmines when Using Facebook, LinkedIn, and Other Social Media Websites for Screening Candidates” – will be presented on Thursday, August 26, 2010 from 2:00pm to 3:30pm ET (11:00am to 12:30pm PT). For more information, visit: http://www.esrcheck.com/ESR_Speaks/Background-Screening-Checks-and-Facebook-and-MySpaceLegal-Limitations-and-Issues-63/.

Questions that will be answered in this informative and educational webinar include:

  • Why do major employers, human resources, and recruiters use search engines and social network sites to screen candidates?
  • What are the risks in using these social network sites?
  • Isn’t everything on the web fair game since privacy is waived once someone places something on the Internet?
  • How do discrimination laws and rules concerning off-duty conduct apply?
  • What are the best practices for employers when using social network sites?

For more information about Employment Screening Resources (ESR), visit: http://www.ESRcheck.com.

Sources:
http://www.nytimes.com/2010/08/26/business/global/26fbook.html/
http://thehiringsite.careerbuilder.com/2009/08/20/nearly-half-of-employers-use-social-networking-sites-to-screen-job-candidates/
http://www.esrcheck.com/SafeHiringManual.php
http://www.esrcheck.com/ESR_Speaks/Background-Screening-Checks-and-Facebook-and-MySpaceLegal-Limitations-and-Issues-63/
http://www.esrcheck.com/wordpress/2010/08/20/esr-webinar-shows-how-to-avoid-legal-landmines-if-using-social-media-like-facebook-and-linkedin-for-employment-screening/

ESR Webinar Shows How to Avoid Legal Landmines If Using Social Media Like Facebook and LinkedIn for Employment Screening

Employment Screening Resources (ESR) President, Author, and Speaker Lester Rosen to Educate Employers, Recruiters, and HR Professionals on Proper Use of Social Networking Sites during Background Checks

By Thomas Ahearn, ESR News Blog Writer

Employment Screening Resources (ESR), a leading employment screening firm based in the San Francisco area, will present a webinar featuring ESR’s founder and president, Lester Rosen, to educate employers and recruiters on the proper use of popular social media such as Facebook and LinkedIn during background checks. The webinar – “Avoiding Legal Landmines when Using Facebook, LinkedIn, and Other Social Media Websites for Screening Candidates” – will be presented on Thursday, August 26, 2010 from 2:00pm to 3:30pm ET (11:00am to 12:30pm PT).

“Employers and recruiters have discovered a treasure trove of information on potential job applicants in social networking sites such as Facebook and LinkedIn,” says Rosen, a frequent speaker on employment screening issues and the author of “The Safe Hiring Manual – The Complete Guide to Keeping Criminals, Imposters and Terrorists out of the Workplace,” the first comprehensive guide on employment screening for employers. “However, the use of these social media sites can present legal risks, including privacy and discrimination issues. We show employers how to avoid these legal landmines.”

Participants in this webinar – presented with ThompsonInteractive.com and worth 1.5 HRCI credits – will learn through case studies and viewing internet sites what the privacy and discrimination concerns are when using social media information, the potential legal landmines involved, and what steps their organizations can take to minimize these risks. For information about the webinar, which targets HR Professionals, Hiring Managers, and Employment attorneys, visit http://www.esrcheck.com/ESR_Speaks/Background-Screening-Checks-and-Facebook-and-MySpaceLegal-Limitations-and-Issues-63/.

The questions that will be answered in this informative and educational webinar include:

  • Why do major employers, human resources, and recruiters use search engines and social network sites to screen candidates?
  • What are the risks in using these social network sites?
  • Isn’t everything on the web fair game since privacy is waived once someone places something on the Internet?
  • How do discrimination laws and rules concerning off-duty conduct apply?
  • What are the best practices for employers when using social network sites?

About Employment Screening Resources (ESR):

Employment Screening Resources (ESR) is the firm that literally wrote the book on background checks with “The Safe Hiring Manual” by ESR founder and President Lester Rosen. ESR provides professional employment screening services and drug testing nationally and internationally, acts as a safe hiring partner for clients, and specializes in industry leading technology, service, accuracy, and turnaround. For more information, visit http://www.ESRcheck.com or contact Jared Callahan at 415-898-0044 or jcallahan@ESRcheck.com.

Background Check Expert Lester Rosen Presents Webinar on How Social Media Use During Employment Screening Can Trigger Privacy Lawsuits

By Les Rosen, Employment Screening Resources

Lester Rosen, President of Employment Screening Resources (ESR), a leading international employment screening background check firm headquartered in the San Francisco area, will present a national webinar for a leading business information site on employment screening on Thursday, April 22, 2010 at 2:00 PM EST / 11:00 AM PST.

The webinar — How Social Media and Traditional Background Checks Trigger Privacy Lawsuits — is being presented by Business 21 Publishing, which provides multi-media corporate learning and employee training products. Participants in this 60-minute webinar will learn best practices to help screen employees thoroughly without violating the law.

In the webinar, Rosen — a nationally recognized expert on employment screening background checks — will address such topics as:

  • The pros and cons of using social media internet sites such as Facebook, MySpace, and Twitter and how privacy and discrimination laws apply.
  • What employers should do when they discover that a job candidate has a criminal record, a bad credit report or some other red flag.
  • The Title VII implications of background checks and credit reports.
  • The legal requirements under the Fair Credit Reporting Act (FCRA) and how state to state privacy laws also apply.
  • The legal risks associated with “one button” automated background check systems.
  • What applicants need to sign before and after the background check is complete.
  • How employers should deal with independent contractors or temporary workers.
  • Considerations when conducting International background checks.

“Hiring safe, qualified, and honest employees is mission critical for any business, and I am pleased to have the opportunity to help employers avoid the risks of a bad hire,” commented Rosen. “Recruiters and hiring managers also need to understand the potential liabilities that employers can face if employment screening is done incorrectly or unfairly as well.”

Mr. Rosen, who is also an attorney, is a writer and speaker on the Fair Credit Reporting Act (FCRA), pre-employment screening, and safe hiring issues. In addition, he is the author of the first comprehensive book on employment screening — “The Safe Hiring Manual: The Complete Guide to Keeping Criminals, Imposters, and Terrorists Out of Your Workplace” — and also wrote an additional guide on the subject called “The Safe Hiring Audit.”

Mr. Rosen’s speaking appearances have included numerous national and statewide conferences. He has testified in the California, Florida, and Arkansas Superior Court as an expert witness on issues surrounding safe hiring and due diligence. Mr. Rosen was also the chairperson of the steering committee that founded the National Association of Professional Background Screeners (NAPBS), the professional trade organization for the screening industry, and served as the first co-chairman in 2004.

For more information about the webinar How Social Media and Traditional Background Checks Trigger Privacy Lawsuits, please visit: http://www.b21pubs.com/p-892-how-social-media-and-traditional-background-checks-trigger-privacy-lawsuits.aspx. More information about Employment Screening Resources (ESR) can be found at www.ESRcheck.com.

Source: http://www.b21pubs.com/p-892-how-social-media-and-traditional-background-checks-trigger-privacy-lawsuits.aspx

Background Check Expert Lester Rosen To Present at National Webinar on the Use of the Internet, Facebook and Social Networking sites to Screen Job Applicants

By Jared Callahan, Employment Screening Resources

Employment Screening Resources, a leading international employment screening background checking firm headquartered in the San Francisco area, announced that its president, Lester Rosen, will be presenting a national webinar on Tuesday, March 23, 2010  on Screening Applicants Using Social Networking Sites: Legal or Liability?

The webinar is sponsored by Lorman Education Services, providing concise, accurate and timely information seminars to keep businesses, and the professionals who serve them, current in the rapidly changing regulatory environment. The webinar information is at: http://www.lorman.com/teleconference/teleconference.php?product_id=208126 

This teleconference will review this emerging area of employment law, examining the pros and cons of employers utilizing such tools and the legal landscape. Topics will cover how and why employers and recruiters utilize these sites. It will then cover a number of legal implications, such as problems with employers obtaining information they should not have and privacy issues. Finally, it will examine approaches that employers, recruiters and applicants may consider.

“The use of the Internet and social networking sites has become a critical topic for employers in selecting the best candidates,” commented Rosen. “This Lorman seminar will help employers exercise due diligence and recognize and try to minimize their risks when using online tools.”

Mr. Rosen, who is also an attorney, is a nationally recognized expert on employment screening background checks.  He is a writer and speaker on the Fair Credit Reporting Act (FCRA), pre-employment screening, and safe hiring issues. In addition, Mr. Rosen is the author of the first comprehensive book on employment screening, “The Safe Hiring Manual Complete Guide to Keeping Criminals, Imposters and Terrorists Out of Your Workplace.” He also wrote, “The Safe Hiring Audit.”

Mr. Rosen’s speaking appearances have included numerous national and statewide conferences.  He has testified in the California, Florida,  and Arkansas Superior Courts as an expert witness on issues surrounding safe hiring and due diligence. Mr. Rosen was the chairperson of the steering committee that founded the National Association of Professional Background Screeners (NAPBS), the professional trade organization for the screening industry, and served as its first co-chairman in 2004.

More information about Employment Screening Resources can be found at www.ESRcheck.com

Lawsuits for use of Social Networking Sites for background Checks

By Les Rosen, Employment Screening Resources

2010 Trends in Screening — Trend Five:  Lawsuits for Use of Social Networking Sites for Background Checks

In past posts, Employment Screening Resources (ESR) has labeled the use of the internet and social networking sites as a hot topic.  In 2010 and onwards, it appears very likely that litigation over the use of these sites will be the hot topic.

One big issue of course is discrimination.  Applicants can bring a “failure to hire” lawsuit if the employer utilized information from a social networking site about their race, ethnicity, nationality, martial status, religious preference, age, etc.  Another issue yet to be decided is privacy. Even though the information is on the internet, strong arguments can be made that consumers have a reasonable expectation of privacy on websites where only friends are supposed to visit and the terms of use prohibit commercial exploitation. In addition, employers need to be careful about the use of legal off-duty conduct.  There are also issues as to authenticity and whether a site really refers to or belongs to an applicant.  Recruiters are also not immune from potential liability just because they are searching for “passive” candidates who may not know they are the victims of discrimination. 

As ESR has described in past articles, discrimination rules apply equally to recruiters.  And firms that use social network sites in a discriminatory fashion could find themselves in hot water if a recruiter spills the beans, or the recruiting practices results in a workforce that is statistically imbalanced. See:  http://www.esrcheck.com/wordpress/775/the-rush-to-source-candidates-from-internet-and-social-networking-sites-2

Stay tuned to the ESR blog for updated information.

(Employment Screening Resources (ESR), a leading national online employment screening background firm, is releasing the “Third Annual Top Ten Trends in the Pre-Employment Background Screening Industry” for 2010. This is the FIFTH of the ten trends ESR will be tracking in 2010.)

Social Media Policy Tips

Guest blog:  ESR invites partners to provide guest blogs.
The following is an articles on Social Medial Policy Tips: 

As Facebook, MySpace, LinkedIn, Twitter, YouTube and other such sites become more ingrained in our daily lives and habits, employers are scrambling to incorporate guidelines for responsible social media use into company policy manuals. But do all employers need a social media policy? Probably.

Your employees are already tweeting and posting comments, pictures and video. It’s up to you to outline how (or if) you want them to reference your company in such settings. Understanding that you may want to give employees some flexibility to use social media, you should at least consider some guidelines that protect your company.

Here are some dos and dont’s employers should consider when thinking about establishing social media policy.

DO:

DO: Create a social media policy that fits with your industry, philosophy and needs. Determine if your company can benefit from using social media outlets to communicate internally and with customers and/or vendors. Also consider the possible scenarios that could cause harm or damage to your company, customers and employees. This could include employees posting comments that may disparage your company reputation and/or posting negative comments about customers or clients.

DO: Make employees aware that they may be liable for content and information they post on blogs, social media sites and email. Let them know that their postings on public media sites may be monitored by the company and used as grounds for termination if it causes harm to the company, other employees and/or customers or vendors.

DO: Clearly communicate your social media policy to your employees. Include it in your new hire orientation, your employee handbook and, if applicable, your intranet and/or company blog. Have employees sign an “acknowledgement” that they read and received a copy of the policy. Ensure existing employees understand your policy in relation to proprietary and private information. Refer back to your existing confidentiality policy.

DO: Communicate how much time and when employees can access social media with company property or on their personal property during work hours. If you have a more flexible work environment, provide general guidelines (i.e. use the Internet within a reasonable amount of time without it affecting your work). Some companies may want to limit such activity to breaks (or not at all).

DON’T:

DON’T: Make subordinates feel uncomfortable with “friend requests.” Balance this issue carefully to determine how much you want to mix your personal social media information with your business. For example, don’t make employees feel coerced into accepting their boss as a “friend” or “follower.” Some employees may want to keep their personal pages separate from their work identity, while others could perceive favoritism if you connect with some but not others.

DON’T: Let employees post offensive or harassing language, pictures or video that impact or harm your business, customer or employees on public media sites. Employees may not be aware that some of their personal sites are open to the public, including customers, vendors, supervisors and coworkers. Your social media policy should refer to your zero-tolerance harassment policy. 

DON”T: Ignore the power of social media. Assign a person or department to monitor blogs and other social media sites to see what people are saying about your company. Respond to customer comments, deal with disparaging remarks and use it to see what others are saying about your competition. 

Brenda Gilchrist, SPHR, is principal/cofounder of The HR Matrix, a Santa Rosa-based full-spectrum management firm specializing in human resources, organization development and employee recruitment. Contact her at (707) 526-0877 or brenda@thehrmatrix.com .

Court Case on Use of Social Networking Sites

As ESR has noted in numerous presentations on the use of social networking sites, such as Facebook or MySpace for employment, this is an evolving area of law that is still waiting for lawsuits to wind their ways through courts resulting in published judicial opinions. Continue reading

Background Check Expert Lester Rosen to Present at Seattle Conference on Social Networking sites

Employment Screening Resources  a leading international employment screening background checking firm headquartered in the San Francisco area, announced that its president, Lester Rosen, will be presenting before the prestigious Staffing Management Association (SMA) of Seattle on September 16, 2009. 

SMA’s mission is to present practical and relevant information by bringing in top-notch recruiting and retention experts.  See: http://www.emaseattle.org/events.shtml 

Mr. Rosen will be addressing, Landmines, Pitfalls and Potential Law Suits – Understanding the Risks of Using Search Engines and Social Networking Sites to Screen Candidates. 

“am very pleased to have opportunity to discus this cutting edge topic with to-notch staffing professionals in such a critical economic area as Seattle,” commented Rosen. “There is evidence that recruiters and hiring managers are utilizing social network sites to make hiring decisions without taking into account the potential liabilities that employers can face if done incorrectly or unfairly.  This talk is geared to starting a dialogue on the potential landmines that may be encountered if not done correctly.”

Mr. Rosen will review a major new survey that demonstrates what percentage  of employers use these sites, which sites they use,  how often they are used to NOT hire someone, as well as the most frequently seen issues that turn-off employers. 

Mr. Rosen, who is also an attorney, is a nationally recognized, expert, on employments screening background checks.  He is a writer and speaker on the Fair Credit Reporting Act (FCRA), pre-employment screening, and safe hiring issues. In addition, Mr. Rosen is the author of the first comprehensive book on employment screening, The Safe Hiring Manual Complete Guide to Keeping Criminals, Imposters and Terrorists Out of Your Workplace,a 500 pages plus guide that acts as the text book for the screening industry. He also wrote, “The Safe Hiring Audit.”

 Mr. Rosen’s speaking appearances have included numerous national and statewide conferences.  He has testified in the California, Florida  and Arkansas Superior Court as an expert witness on issues surrounding safe hiring and due diligence. Mr. Rosen was the chairperson of the steering committee that founded the National Association of Professional Background Screeners (NAPBS), the professional trade organization for the screening industry, and served as the first co-chairman in 2004.

More information about Employment Screening Resources can be found at www.ESRcheck.com

The Rush to Source Candidates from Internet and Social Networking Sites

The following article by ESR President Lester Rosen first appeared on www.recruitingtrends.com

The Rush to Source Candidates from Internet and Social Networking Sites — Let’s Slow Down and Think About This for a Minute

No discussion on recruiting these days is complete without an analysis of how the Internet is used for sourcing candidates.  From social networking sites such as MySpace or Facebook, to blogs, Twittering, online videos, and business connection sites such LinkedIn or Plaxo, recruiters have become focused with laser-like intensity on how to make use of these sites.

What is sometimes overlooked in the rush to use the Internet to recruit is the one question that needs to be asked first: What are the legal risks in using the Internet for recruiting, and how do we manage those risks?

Discrimination allegations
Allegations of discrimination is one critical area where employers and recruiters can find themselves in hot water when utilizing social networking sites such as MySpace and Facebook (sometime shortened to “MyBook”).  Recruiters may be accused of disregarding candidates who are members of protected classes by passing over the online profiles of people based on prohibited criteria such as race, creed, color, nationality, sex, religious affiliation, marital status, or medical condition. All of those are things that may be revealed by a Facebook or MySpace search.  There may even be photos showing a physical condition that is protected by the Americans with Disabilities Act (ADA) or showing someone wearing garb suggesting their religious affiliation or national origin. This issue is sometimes referred to as Too Much Information or TMI.

The problem is that once a recruiter is aware that an individual is a member of a protected group, it is difficult to claim that the recruiter can un-ring the bell and forget he or she ever saw it.

It could be argued that if a passive candidate is passed over because of discriminatory criteria revealed on a social network site, how they can be harmed, since they did not even know they were disregarded and are none the wiser. The problem with that approach is three-fold.  First, discrimination and civil rights laws would likely still apply, even in recruiting passive candidates. Secondly, there are few secrets in the world. If a firm is using discriminatory criteria, a member of the recruiting team who feels uncomfortable about such a practice may well say something – either publicly on the web, or within the organization. Third, it can be argued that discriminatory criteria were being used if it turns out that the entire workforce happens to be homogeneous and does not include members of protected classes.

Of course, the analysis is complicated by the fact that the aggrieved individual may have placed the information on the web themselves. However, it would be challenging to suggest that a person somehow consented to discrimination by placing material on the web that was then used illegally by recruiters. Until Courts rule on these issues, employers can only try to apply established legal concepts to their online recruiting efforts.

Protection from allegations
The issue for employers and recruiters is how to protect themselves from allegations of discrimination if no further action is taken after the recruiter discovers on the Internet that a person is a member of a protected class.  For employers that want to use social network sites to screen a current candidate, the safest path for the use of social network sites is to obtain consent, and only search once there has been a conditional job offer.  This helps ensure that impermissible information is not considered before the employer evaluates an applicant using permissible tools, such as interviews, job-related employment tests, references from supervisors, and a background check.  At that point, the reason for searching social networking sites would be to ensure that there is nothing that would eliminate the person for employment, such as saying nasty things about your firm, or if the applicant engaged in behavior that would damage the company, hurt business interests, or be inconsistent with business needs.

Different rules apply
For sourcers and recruiters who are looking for passive candidates, however, that approach does not apply. By definition, the recruiter does not have consent, since sourcing is at the start of the hiring process.

Sourcing Stage Considerations
Employers and recruiters in the sourcing stage may want to consider some of the following:

  1. Ensure each position has a detailed job description written for that specific position that clearly lays out the essential functions of the job and the knowledge, skills and abilities (KSA) required for the position.
  2. Have a clear internal policy that internet sourcing is NOT being used in violation of federal and state discrimination laws and that only factors that are a valid predictor of job performance will be considered, taking into account the job description and the KSA require for the job.
  3. Have documented training on legal recruiting techniques.  The training should include clear information on what would constitute a discriminatory practice.
  4. Have a clear procedure that outlines key words, criteria, and methodology for sourcing, so recruiters can demonstrate that they are searching for objective requirements to be considered as part of the pool.  Even better is if the criteria being used can be measured or have a metric attached.
  5. If someone meets the objective requirements but is not placed in the pool of potential candidates for other reasons, a recruiter may want to note why the exception is being made.  For example, if the social networking website demonstrated behavior inconsistent with business interests, that should be noted. 

Computer twins, cyber slamming, credibility and privacy
Of course, social network sites need to be taken with a grain of salt.  Employers need to be careful that the site they are looking at actually refers to the applicant.  Many Americans have online computer twins,  people with similar names.  Another problem is “cyber slamming,” online smearing usually done anonymously, such as derogatory comments on websites or even setting up a fake website that does not truly belong to your applicant.  Yet another issue is whether the statements made are even true and credible, keeping in mind that the idea behind these sites is friends talking to friends, and users of these sites have been known to embellish.

Another problem yet to be fully explored by the courts is privacy.  Contrary to popular opinion everything online is not necessarily fair game.  Certainly if a person has not adjusted the privacy setting so that his or her social network site is easily available from an Internet search, that person may have a more difficult time arguing that there is a reasonable expectation of privacy.  However, the terms of use for many social network sites prohibit commercial use and many users literally believe that their social network site is exactly that,  a place to freely socialize.  The argument would be that in their circles, it is the community norm, and a generally accepted attitude, that MySpace or Facebook pages are off limits to unwelcome intruders, even if the door is left wide open.  Another issue is legal off-duty conduct.  A number of states  protect workers engaged in legal off-duty conduct. 

Until the courts sort this out, one thing does seem fairly certain if an employer uses subterfuge to gain access, such as by creating a fake online identity just to penetrate a social network site, then the privacy line has probably been crossed.

The bottom-line as always when using the Internet for employment related matters: Proceed With Caution.  There has yet to be clear law or court cases that set forth how to proceed in this area. In the meantime, employers and recruiters may want to approach the Internet with some caution before assuming that everything is fair game in the pursuit of passive candidates.

Applicants also need to realize that those photos  and writings that seemed funny in college may not play well in the  job hunt.  Applicants should not be the last to know what will show up on the internet, and if there is something an applicant wants to keep private, then he or she should either delete it or make certain they have adjusted their privacy setting on their favor social networking site to keep out intruders.  Better yet, use your social networking site as a job hunting tool, by extolling your qualifications on the web.

For more information, see: www.ESRcheck.com

The Rush to Source Candidates from Internet and Social Networking Sites

A new article by Employment Screening Resources President Lester Rosen has appeared in the Recruiting  Trends blog, sponsored by Kennedy Information for the purpose of providing leading edge insights and strategies for the recruiting professional.  The blog offers articles by thought leaders and experts in the area of talent management and recruiting.

The article is titled: “The Rush to Source Candidates from Internet and Social Networking Sites – Let’s Slow Down and Think About This for a Minute.”

The article examines pitfalls and legal risk in the use of the internet for sourcing and screening. See: http://www.recruitingtrends.com/article/ART635215

Mr. Rosen, who is as an attorney at law, is a member of the Editorial Board and frequently presents at Kennedy Information Recruiting Conferences.