Social media-legal-issues-webinar-hire clix

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Social Media and Recruiting - Legal Considerations for Every Employer. Renee Jackson - an employment attorney from Nixon Peabody - discusses the key legal issues to consider when leveraging social media for your recruiting efforts.

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Social media-legal-issues-webinar-hire clix

  1. 1. Recruitment Marketing Boot Camp<br />Social Media and Hiring: <br />Legal Considerations for Every Employer<br />
  2. 2. 2<br />What to Expect From the Webinar<br /><ul><li>Great Guest Speaker
  3. 3. Quick Intros
  4. 4. Webinar Topics
  5. 5. Social Recruiting: Stats, Trends & Opportunities
  6. 6. Opportunities & Issues using Social Media
  7. 7. Understanding the Legal Risks
  8. 8. Creating and Applying a Policy
  9. 9. Summarize Take Aways
  10. 10. Q&A
  11. 11. Please Ask Away!!!</li></li></ul><li>3<br />Understanding your Core Value?<br /> About HireClix<br />Recruitment Marketing Agency<br />Recruiting, Digital Marketing, Communications & Branding Experts<br />Extension of Your Recruiting Team <br />Partner to Your Marketing Team <br />Make Sense of The Chaos<br />Going Beyond Job Boards<br />HQ in Boston, MA<br />Offices in San Diego & Santa Clara<br />
  12. 12. 4<br />Today’s Guest Speaker<br /> Renee M. Jackson, Associate, Labor and Employment<br /> Nixon Peabody LLP - Boston<br />Renee Jackson represents employers in all areas of labor and employment law, focusing primarily on employment counseling and litigation. She defends employers against allegations of discrimination and harassment in both state and federal courts, and at agencies such as the Massachusetts Commission Against Discrimination and the EEOC. <br />Renee counsels both domestic and international employers on the various employment law issues they face in the United States, including restrictive covenants, wage and hour issues, workplace policies, discrimination, reductions in force, employee discipline, all aspects of hiring, and the use of social media in the workplace. Renee also has experience with traditional labor relations, employee benefits, and general civil litigation.<br />
  13. 13. 5<br />Understanding Today’s Social Recruiting Strategies<br />
  14. 14. 6<br />Go Beyond Job Boards – What Changed?<br />Monthly Unique Visitors (US Only)<br />Monthly stats from compete.com & ComScore Media Metrics for July 2011.<br />
  15. 15. 7<br /> Where Are Passive Candidates?<br />Statistics and graphics from LinkedIn Recruiting Solutions White Paper, The Job Seeking Status of the Fully Employed: authored by Lou Adler Dec 2010. <br />
  16. 16. 8<br /> What are Your Peers Doing in Social Recruiting?<br />
  17. 17. 9<br /> Leveraging Social Networks hits Critical Mass<br />Jobvite’s The State of Social Recruiting Survey - 2011<br />
  18. 18. 10<br /> Innovate: Use New Channels in Smart Ways<br />Build a New Recruitment Marketing Mix…<br /> “It will be more important to use a variety of marketing tools, including targeted marketing, Twitter, and Facebook, as well as LinkedIn, to interest more people in learning about your organization and opportunities.” <br />Kevin Wheeler in ERE on 1.3.11<br />
  19. 19. 11<br /> Social Media Recruiting: Legal Considerations<br />It is lawful to use social media to find, target, and recruit candidates.<br /><ul><li>No law prohibiting use of social media in the recruiting process
  20. 20. BUT: employment laws/concepts and common sense provide guidance on restrictions, permissions, and pitfalls
  21. 21. SUMMARY: social media is a useful tool to source and recruit candidates, but it should be used as part of a larger recruiting strategy/approach
  22. 22. It only takes one creative plaintiff (or plaintiff’s attorney)
  23. 23. You do not want to be the test case!</li></li></ul><li> Social Media Recruiting: Legal Considerations<br /><ul><li>Targeted advertising pitfalls:
  24. 24. Targeting by age, race, gender, sexual orientation, etc.
  25. 25. Anti-discrimination statutes
  26. 26. Affirmative action concepts
  27. 27. Targeting by current or former employer
  28. 28. Inducing breach of non-competition agreement
  29. 29. Unfair business practices
  30. 30. Tips to minimize liability exposure:
  31. 31. Use social media as part of larger “marketing mix”:
  32. 32. traditional/new media mix
  33. 33. in-person networking events
  34. 34. job fairs
  35. 35. referrals
  36. 36. Don’t get too specific with advertisements
  37. 37. Use a series of targeted advertisements</li></ul>12<br />
  38. 38. Social Media Recruiting: Legal Considerations<br /><ul><li>Fan pages (corporate or career-specific):
  39. 39. Easy to learn protected class information of “fans”
  40. 40. Keep this in mind when a “fan” becomes an applicant
  41. 41. Be prepared to engage in public forum with:
  42. 42. Former employees (disgruntled or otherwise)
  43. 43. Current employees (same)
  44. 44. Applicants (qualified and unqualified)
  45. 45. Be prepared to answer questions, respond to comments, take down content
  46. 46. Must set expectations and guidelines for your own employees who contribute content to or manage that page</li></ul>13<br />
  47. 47. Social Media Recruiting: Legal Considerations<br /><ul><li>Fan pages (corporate or career-specific):
  48. 48. Do you have the resources to contribute content, monitor, and respond?
  49. 49. Who will provide and manage content?
  50. 50. Human resources
  51. 51. Marketing
  52. 52. Company should set up accounts, maintain password, direct content
  53. 53. Employees are contributing content on behalf of the Company
  54. 54. Set guidelines and expectations for:
  55. 55. Posting of images
  56. 56. Linking to external sites
  57. 57. Non-posting of confidential, proprietary, defamatory content
  58. 58. Engaging in discussions, responding to negative comments</li></ul>14<br />
  59. 59. Social Media Recruiting: Legal Considerations<br /><ul><li>Recruiting someone specifically for their network or contacts:
  60. 60. An applicant’s social media “issue” with his or her former employer might become your problem after you hire that individual
  61. 61. Might not be their network or contacts
  62. 62. Ownership and portability concerns
  63. 63. Non-competition and non-solicitation concerns
  64. 64. Connecting with professional contacts via LinkedIn could be a violation of a former employee’s non-solicitation provision
  65. 65. New employer could find itself with a new employee embroiled in litigation, or worse, on the receiving end of a claim for tortuous interference with contract (aiding/abetting breach of restrictive covenant)
  66. 66. Don’t ignore social media when analyzing whether to hire an applicant with a non-competition agreement</li></ul>15<br />
  67. 67. 16<br /> Social Media Hiring: Legal Considerations<br />You have sourced these candidates from social media. Now what?<br /><ul><li>Access to info typically not available in traditional hiring process:
  68. 68. Positive and negative attributes, contributions, etc.
  69. 69. Community involvement
  70. 70. Publications
  71. 71. Achievements and awards
  72. 72. Professional and personal interests
  73. 73. Writing/communications skills
  74. 74. Illegal drug use
  75. 75. Negative feelings about previous employers
  76. 76. Overtly racist or discriminatory tendencies</li></li></ul><li> Social Media Hiring: Legal Considerations<br /><ul><li>Access to info typically not available in traditional hiring process:
  77. 77. Protected class status
  78. 78. Federally protected classes:
  79. 79. Title VII: race, sex, color, religion, national origin
  80. 80. ADA: disability
  81. 81. ADEA: age
  82. 82. GINA: genetic information
  83. 83. VEVRAA/USERRA: veteran or military status
  84. 84. State FEPAs/local ordinances:
  85. 85. sexual orientation
  86. 86. gender identity
  87. 87. familial status
  88. 88. Lawful off-duty conduct:
  89. 89. smoking</li></ul>17<br />
  90. 90. Social Media Hiring: Legal Considerations<br /><ul><li>Avoid the temptation to get more information
  91. 91. If “Googling” applicants, be consistent and non-discriminatory
  92. 92. Who will be screened?
  93. 93. When in the hiring process?
  94. 94. What information will be sought?
  95. 95. How will the information be reviewed and stored?
  96. 96. Look only at publicly-available information
  97. 97. Don’t use passwords or try to gain access to private or unauthorized pages
  98. 98. Don’t ask for usernames and passwords of applicants
  99. 99. Don’t friend or connect to applicants only to see more personal information
  100. 100. If already connected through recruiting process, consider implications of connecting again via other social media</li></ul>18<br />
  101. 101. Social Media Hiring: Legal Considerations<br />But can I use the information I found? <br /><ul><li>Employment decisions – including hiring or not hiring – based on an applicant’s protected class status are prohibited
  102. 102. Discrimination claims – including class claims – may arise from discriminating against an individual or group of individuals based on protected class status during the hiring process
  103. 103. Make sure those responsible for hiring know applicable protected classes
  104. 104. May be difficult to show non-use of information
  105. 105. It may be lawful to use the remaining information found
  106. 106. Hiring decision must always be supported by:
  107. 107. Legitimate, non-discriminatory reason(s); and
  108. 108. Detailed documentation
  109. 109. Consult with employment or in-house counsel before making an employment decision based on information found in social media</li></ul>19<br />
  110. 110. 20<br /> Social Media Recruiting: Compliance Tips<br /><ul><li>Emerging workplace issue with little case law
  111. 111. Understand the legal restrictions
  112. 112. Don’t ignore the risks
  113. 113. Use social media as part of larger strategy/approach
  114. 114. Craft appropriate policies and procedures
  115. 115. Be consistent and non-discriminatory
  116. 116. Stay current with legal developments
  117. 117. Seek guidance from counsel</li></ul>Don’t be the test case!<br />
  118. 118. Questions & Answers<br />
  119. 119. 22<br />How to Reach us…<br />Contacts – <br />Renee M. Jackson<br />Nixon Peabody LLP<br />100 Summer Street<br />Boston, MA 02110<br />617.345.1028<br />rjackson@nixonpeabody.com<br />Neil Costa<br />HireClix<br />617.899.1166<br />neil.costa@hireclix.com<br />

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