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Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
Promise And Perils Of Internet Searching Job Candidates
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Promise And Perils Of Internet Searching Job Candidates

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Employers increasingly use Internet searches to recruit and background check applicants, and to monitor employees. This has risks and benefits for both employers and employees. Presentation slides …

Employers increasingly use Internet searches to recruit and background check applicants, and to monitor employees. This has risks and benefits for both employers and employees. Presentation slides for 1/2 hour to hour talk on subject suitable for wide variety of audiences.

Published in: Business, Technology
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    • 1. Promise & Perils of Internet Searching Job Candidates George L. Lenard Attorney at Law Harris Dowell Fisher & Harris, LC www.harrisdowell.com glenard@harrisdowell.com George’s Employment Blawg www.employmentblawg.com
    • 2. Sources of Online Personal Information
      • Search engine
      • Social networking sites
      • Blogs and blog search engines
      • Photo and video sites (Flickr, YouTube)
    • 3. Two Different Uses in Hiring
      • Sourcing/recruiting
      • Investigating job candidates and applicants
      • Can be hard to separate the two
    • 4. Many Hiring Managers Use Social Networking Sites
      • 22% use to research job candidates
      • 34% of them rejected candidates based on information found
      • 24% of them were favorably influenced by information found
          • CareerBuilder.com Survey
    • 5. Negative Information Examples
      • Drinking, drug use
      • Provocative or inappropriate photos
      • Evidence of poor writing skills
      • Negative attitude towards current or past job
      • Evidence of dishonesty on resume, application
      • Tattoos, piercings, hair, clothing
    • 6. Bad-Mouther
    • 7. Drunken Party Maniac
    • 8. Pothead
    • 9. Positive Information Examples
      • Suitable work history, skills, education
      • Writing skills (possibly also web design, photography, video skills)
      • Professional image
      • Endorsements
      • Impressive connections
      • Good fit for culture
    • 10. Legal Issues
      • Reliability of information
      • Too much information & discrimination
      • Prohibited use of private conduct
      • Fair Credit Reporting Act
      • Invasion of privacy
      • Terms of service
    • 11. Reliability
      • Identity – Does online item refer to right person?
        • “Computer twins” common (i.e. same name and even similar date of birth)
      • Authenticity – Did applicant create or authorize the item?
        • Easy to create fake web page
      • Accuracy – people themselves may fib on their sites
    • 12. Too Much Information -- Discrimination
      • May learn facts that may not lawfully be considered in hiring
      • May lose best defense to discrimination claim
    • 13. MySpace Profile Mixes Relevant, Irrelevant, and Dangerous Facts
      • Smoker
      • Drinker
      • Children [Have, Want, Don't want]
      • Education
      • Income bracket
      • Company, location, title, and dates employed
      • Networking Category [Field, Sub-Field, Role]
      • Gender
      • Date Of Birth
      • Occupation
      • Address
      • Ethnicity
      • Body Type & Height
      • Interests
      • Music, Movies, TV, Books
      • Marital Status
      • Sexual Orientation
      • Religion
    • 14. Example: Disability Disclosed
      • From a blog:
    • 15. Prohibited use of private conduct
      • Some states prohibit using smoking, drinking, and/or other private lawful conduct in hiring
      • Calif., Colo. & NY protect employees from consideration of any legal conduct away from workplace
        • Exception: if conduct would hurt business interests, or be inconsistent with business needs
    • 16. Fair Credit Reporting Act
      • Not just about credit
      • Regulates use of personal information for employment purposes
      • Applies if information gathered by third parties, such as outside recruiters or background screening firms
      • Requires prior written consent and disclosure of report if information causes negative employment decision
    • 17. Invasion of Privacy
      • Many applicants consider social network page or blog to be like a private party
      • But many employers see it as the equivalent of the town square
      • Key to private sector invasion of privacy claims is “reasonable expectation of privacy”
    • 18. Terms of Use and Reasonable Expectation of Privacy
      • Sites have rules, including prohibition of pretending to be someone else
      • They provide privacy protections that can be dodged such as by pretexting or accessing through someone else’s computer
      • Facebook and MySpace also prohibit commercial use
      • Rules may create reasonable expectation of privacy and may be independently enforceable

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