Apr 30, 2013

Recruiting With Facebook, Twitter And LinkedIn. How to Avoid Mistakes When Using Social Media

Posted by Wendy Weber

Interesting piece by Traci Kingery of BrightMove Recruiting Software entitled “Recruiting With Facebook, Twitter And LinkedIn.  How to Avoid Mistakes When Using Social Media.”

Kingery points out that “if information gained from a cyber-search can possibly be used to sway a hiring decision – whether intentionally or unintentionally – and if it relates to protected class criteria, an employer could find themselves in hot water”.  Wow…in an age where we use a Google search for information on everything from a reputable plumber to a good local restaurant, it is asking a lot to tell hiring authorities to shut down the computer when it comes to researching a potential new member of their team.  There is no question that these searches should not be used to discriminate, but it is scary for well-intentioned people who feel they are simply doing “due diligence” in making an informed hire.

“Social sites may include information pertaining to the candidate that you should not try and find out including age, race, ethnicity, religion, sexual orientation, age, disabilities, marital status, political affiliations, or other personal information.”

General tips for using social media searching during the hiring process:

  • Don’t run any searches until a face-to-face interview has been conducted to reduce the potential for discrimination claims.
  • Have someone outside of the hiring process perform the search and submit on information relevant to the hiring process to those making the decision.
  • Never use any protected information gained during the search when making the hiring decision.
  • Create a policy with strict guidelines as to how the searches will be conducted and the information used in the hiring process.

Kingery also points out that since there are significantly lower percentages of African-American and Latino users on social media sites, the burden is on employers to widen their job searches through other means, such as job boards, newspapers, magazines and job fairs.  “Posting on your organization’s careers page or at the bottom of job ads that you are an ‘Equal Opportunity Employer’ is not enough.”

In