Post on 15-Feb-2017
transcript
Social media screening is one way to enhance the background check to determine whether a
candidate should be hired. Segal, J. A. (2014, September). LEGAL TRENDS Social Media Use in Hiring: Assessing the Risks Vol. 59 No. 9 When it comes to using social media for hiring, it's all about balancing risk. Retrieved May 29, 2016.
75% of human-resource professionals
report that their companies require them to do online research about candidates
Rosen, J. (2010, July 24). The Web Means the End of ForgeTng. Retrieved May 29, 2016
70% of U.S. recruiters report that they have rejected candidates because of information found online, like photos
and discussion-board conversations and
membership in controversial groups.
Rosen, J. (2010, July 24). The Web Means the End of ForgeTng. Retrieved May 29, 2016
Recent research conducted by the CIPD showed that two out of five employers look at job applicants' online activity or profiles on sites
such as LinkedIn at the recruitment stage.
It's an easy task for employers to search for the name of a job applicant on Facebook in efforts to
learn more about him or her. In corners of the job
market, such as media and technology,
candidates and recruiters swear by Twitter's value.
R. Lauren (2014, April 17).Social Media Screening. Retrieved May 29, 2916.
C. Choi. (2014, October 27). 5 Best PracZces for Lawfully Monitoring Employees. Retrieved May 29, 2016.
Silverman, E. Rachel, L. Weber. (2013, April 9). The New Resume: Its 140 Characters. Retrieved May 29, 2014.
However recruiters are seeing
things (they)
CAN’T unsee…
R. Lauren (2014, April 17).Social Media Screening. Retrieved May 29, 2916.
While HR professionals should not allow
irrelevant information to influence their decisions, they often do (…) they are
Human too. A. Dollinger. (2015, November 18). Social Media Monitoring: How Much is Too Much. Retrieved May 29, 2016.
Experience shows that employers
fire employees for reasons
having nothing to do
with work.
J. Weber. (2014, October 22). Should Companies Monitor Their employees’ Social Media?. Retrieved May 29, 2014.
This is also apparent in COLLEGES… Colleges could arbitrarily discover seemingly troubled comments by a
handful of applicants and deny them admission — without
telling them why. N. Singer. (2013, November 11). In College Admissions, Social Media Can Be a Double-‐Edged Sword. Retrieved May 29, 2016).
Of 381 college admissions officers
31% said they had visited an applicant's Facebook or other
personal social media
page to learn more about them
N, Singer. "They loved your G.P.A. then they saw your tweets." New York Times 10 Nov. 2013: 3(L). Academic OneFile. Web. 3 June 2016.
Organizations that don't have formal processes regarding the use of social
media for selection may put themselves at risk of legal complaints because
of inconsistent practices.
R. Jacobson. (2014, January 13). Facebook Snooping on Job Candidates May Backfire for Employers. Retrieved May 29, 2014.
Once employers learn of an employee’s religion, sexual orientation, political
stance, they have opened themselves up to POTENTIAL LAWSUITS.
A. Dollinger. (2015, November 18). Social Media Monitoring. Retrieved May 29, 2016.
However employers are human and cannot avoid being offended by employees' private behavior that
goes against their values.
J. Weber. (2014, October 22). Should Companies Monitor Their employees’ Social Media?. Retrieved May 29, 2014.
BUT be careful. Once you review a candidate’s online profile, a court will
assume you are aware of that
person’s
“protected characteristics” that are often part of their online postings.
M. Berkowitz. (2016, March 8). Social Media RecruiZng: Understand the Legal Guidelines. Retrieved May 29, 2016.
These characteristics include gender and race as well as those that are not always evident in a face-to-face
interview such as religion, age, sexual orientation or disability.
M. Berkowitz. (2016, March 8). Social Media RecruiZng: Understand the Legal Guidelines. Retrieved May 29, 2016.
74% of organizations said they were concerned with legal risks or discovering information about
protected characteristics when perusing candidates’ social media profiles.
J.A. Segal. (2014, September). Social Media Use in Hiring: Assessing The Risk. Retrieved May 30, 2014.
Even if a company itself is neutral, the subjective feelings of the person tasked with monitoring employees’ social
media could easily lead to discrimination
S. Kumar. (2015, May 22). Why Monitoring Employees’ Social Media Is a Bad Idea. Retrieved May 30, 2016.
The Civil Rights Act of 1964, prohibit employers from making hiring decisions on the basis
of certain protected characteristics, such as an applicant’s race, ethnicity, religion, gender or
disability status
R. Jacobson. (2014, January 13). Facebook Snooping on Job Candidates May Backfire for Employers. Retrieved May 29, 2014.
The ONLY fair way to track the social media activity of an employee or prospective employee is to hire a
third-party screener.
A. Dollinger. (2015, November 18). Social Media Monitoring. Retrieved May 29, 2016.
This removes one certain risk: the more personal information an employer finds about an employee, the
greater the chance that the employee will accuse his or her boss of discriminatory decision-making.
A. Dollinger. (2015, November 18). Social Media Monitoring. Retrieved May 29, 2016.
The third-party company would look at social media sites and report only those
items relevant in a professional setting
A. Dollinger. (2015, November 18). Social Media Monitoring. Retrieved May 29, 2016.
Therefore, In cases like these, employers
SHOULD hire a third party to conduct the
search. Employers should determine what type of
information is relevant to the job and instruct
search firms to report ONLY this type of
information.
J. Weber. (2014, October 22). Should Companies Monitor Their employees’ Social Media?. Retrieved May 29, 2014.