Social Networking and Recruiting


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Social networking and recruiting, discrimination, using social networking sites to recruit

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Social Networking and Recruiting

  1. 1. Recruiting and Social Networking Jennifer Castro July 13, 2009 BUS-512 M72 Employment Law WARNING: Social networking can be hazardous to your job search.
  2. 2. What is social networking? <ul><li>is a social networking website with an interactive, user- </li></ul><ul><li>submitted network of friends, personal profiles, blogs, groups, </li></ul><ul><li>music, & photos. </li></ul><ul><li>is a free-access social networking website that allows users to join </li></ul><ul><li>networks organized by city, workplace, school, and region to </li></ul><ul><li>connect and interact with other people. People can also add friends </li></ul><ul><li>and send them messages, and update their personal profiles to </li></ul><ul><li>notify friends about themselves. </li></ul><ul><li>is a video sharing website on which users can upload and share </li></ul><ul><li>videos, and view them in MPEG-4 format. </li></ul><ul><li>is a free social networking and micro-blogging service that enables </li></ul><ul><li>its users to send and read other users' updates known as tweets. </li></ul>
  3. 3. How are employers using social networking sites? <ul><li>41.2% “Google” a candidate’s name </li></ul><ul><ul><li>Is it really that candidate? </li></ul></ul><ul><ul><ul><li>Imposters online </li></ul></ul></ul><ul><li>Viewing social profiles to see if candidate would fit into the culture. </li></ul><ul><ul><li>Myspace, Facebook, Twitter, etc.. </li></ul></ul><ul><li>Viewing YouTube videos that the candidate has posted </li></ul><ul><ul><li>To determine if candidate participates in illegal activities. </li></ul></ul>
  4. 4. What can be seen? <ul><li>Protected class info </li></ul><ul><ul><li>Race, color, sex, creed, national origin </li></ul></ul><ul><li>Other info </li></ul><ul><ul><li>Sexual orientation (protected in some states), disabilities, and political views </li></ul></ul><ul><li>Posted photos </li></ul><ul><ul><li>May be incriminating or not favorable </li></ul></ul><ul><li>Online ranting or blog postings </li></ul><ul><ul><li>Twitter’s “What are you doing?” </li></ul></ul>
  5. 5. How are employers using online info? <ul><li>Disqualifying candidates based on photos posted on social profiles </li></ul><ul><li>Disqualifying candidates based on what a candidate is saying online </li></ul><ul><ul><li>Complaints about the workplace </li></ul></ul><ul><ul><li>Political or religious views </li></ul></ul><ul><li>Possible discrimination on protected classes </li></ul><ul><ul><li>Potentially dishonest, judgmental HR managers that actually use this information to base hiring decisions </li></ul></ul>
  6. 6. Is it legal to view social profiles? <ul><li>Various state privacy laws that protect off duty conduct of employees, but not much to protect applicants </li></ul><ul><li>Currently no cases have been decided on discrimination using social profiles so far </li></ul><ul><ul><li>Is expected to start happening in the future </li></ul></ul><ul><li>Yes, it is legal to view social profiles </li></ul><ul><ul><li>Not legal to discriminate, but hard to prove </li></ul></ul>
  7. 7. Examples of use: <ul><li>Email example: </li></ul><ul><ul><li>Applicant applied for a job to mentor children </li></ul></ul><ul><ul><li>Was disqualified solely based on her email address </li></ul></ul><ul><ul><ul><li>Address made it clear would not be a good fit </li></ul></ul></ul><ul><li>Bozeman City, Montana </li></ul><ul><ul><li>Has all city applicants provide their usernames and passwords as part of their background check policy </li></ul></ul><ul><ul><li>So far all applicants have complied </li></ul></ul><ul><li>MySpace example </li></ul><ul><ul><li>Highly qualified candidate’s MySpace profile was viewed by hiring manager </li></ul></ul><ul><ul><li>She chose another candidate based on what she saw on his profile (love of violent films, sexual exploits) </li></ul></ul>
  8. 8. What are the experts advising? <ul><li>Some recommend searching social networking sites </li></ul><ul><ul><li>Inexpensive </li></ul></ul><ul><ul><li>Easy to use </li></ul></ul><ul><ul><li>High availability </li></ul></ul><ul><ul><li>Can judge if someone would be a good fit for the company’s culture </li></ul></ul><ul><li>Some recommend not using social networking sites </li></ul><ul><ul><li>Hiring managers should base hiring decisions on qualifications </li></ul></ul><ul><ul><li>Is it really a morally right thing to do? </li></ul></ul>
  9. 9. Using social networks to recruit <ul><li>Employers can create their own profiles on sites to post jobs </li></ul><ul><ul><li>Helps advertise and promote the business </li></ul></ul><ul><li>LinkedIn </li></ul><ul><ul><li>40 million professionals networking </li></ul></ul><ul><ul><li>Recruiter can contact people in their network to find a specific candidate </li></ul></ul><ul><li>Post recruitment videos on YouTube </li></ul><ul><ul><li>Why the candidates would want to work for the company </li></ul></ul><ul><ul><ul><li>Google </li></ul></ul></ul><ul><ul><ul><li>U.S. Military </li></ul></ul></ul><ul><li> </li></ul><ul><ul><li>Jobs are sent to candidates phones via text through Twitter </li></ul></ul>
  10. 10. Recommendations <ul><li>If searching social networking profiles, at least let the candidate know about it </li></ul><ul><ul><li>Part of background check policy </li></ul></ul><ul><li>If base hiring decisions on what is seen, document a non-discriminatory reason for rejecting the candidate </li></ul><ul><li>Have a uniform hiring system so all applicants are treated fairly </li></ul><ul><li>Make sure to have company policies regarding the use of protected class information </li></ul><ul><li>When in doubt, seek legal counsel </li></ul><ul><li>For Job Seekers— DO NOT POST SOMETHING YOU DO NOT WANT A POTENTIAL EMPLOYER TO SEE! </li></ul>
  11. 11. ANY QUESTIONS??