We’ve heard people talk about the challenges of recruiting with social media — you may come across information that’s discriminatory, and shouldn’t be used to make a hiring decision, such as that a job candidate is pregnant or hoping to become pregnant.
But what happens when employers find information on Facebook or Twitter they may object to — such as that a candidate is a fan of Planned Parenthood or National Right to Life — information that depending on individual state laws, may not make for a discriminatory hiring decision? This information may not spark a lawsuit, but how much will personal lives enter into selection decisions?
Raghav Singh, Ryan Estis, and I discuss below.
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Recruiting’s Smart Experiment With Social Media : ERE.net Jun 15, 2009 at 5:14 am
[...] he says, is a bigger issue across the Pond than in the U.S. As mentioned before, it’s easy to be uneasy about what you find on social media [...]
Recruiting’s Smart Experiment With Social Media – Accountants News Jul 13, 2009 at 11:47 am
[...] he says, is a bigger issue across the Pond than in the U.S. As mentioned before, it’s easy to be uneasy about what you find on social media [...]