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Sunday, November 17, 2019

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Is Social Media Screening by Employers Considered Stalking??

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We’ve delved into this topic several times in recent months, discussing the possible perils and benefits of social media screening of candidates. The National Law Review posted an informative article this week titled “To Stalk or Not to Stalk….That Is the Question – Using Social Media for Applicant Review.” The focus of the article is social media screening, and they included some great best practice tips when using social media to screen applicants.

Question: Is it Risky for Employers to Look at Prospective Employee’s Social Media Profiles? Answer: Not if Utilizing a Compliant Social Media Screening Solution!

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The challenge in considering social media information in the hiring process, is knowing what information you can use to make hiring (and firing) decisions without running the risk of discrimination claims.  Broadly screening social media can be problematic because information found online can carry legal risk and may not even be true.  However, according to a recent research report by the Society for Human Resource Management (SHRM), 76% of companies said that they do use or are planning to use social media sites for recruiting. More than half of the employers responding said that social networking sites are an efficient way to recruit candidates.

Webinar - WHAT TO KNOW BEFORE YOU GOOGLE – Social Media Screening

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Webinar - WHAT TO KNOW BEFORE YOU GOOGLE – Social Media Screening, September 6, 2018 at 2 pm EDT. Are you looking at too much information on an applicant by looking at their social media profile?  Perhaps a photo or something blogged about is considered protected information such as race, color, national origin, religion, gender, disability, age and citizenship status which are all protected characteristics. If a candidate feels he or she was not hired because of one of these traits, that person can sue for discrimination.

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