• Save
Social Networking and Recruiting
Upcoming SlideShare
Loading in...5

Social Networking and Recruiting



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

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



Total Views
Views on SlideShare
Embed Views



3 Embeds 7

http://www.linkedin.com 5
http://www.slideshare.net 1
http://www.docseek.net 1



Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
Post Comment
Edit your comment

Social Networking and Recruiting Social Networking and Recruiting Presentation Transcript

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