A free webinar that offers advice on what information you can and cannot use from a social media background screening. Learn common pitfalls of social media background checks and how to avoid legal risks.
To view the entire webinar recording, visit: http://i-sight.com/social-media-background-screening/
An updated version of my seminar on social media for lawyers. The focus is on legal marketing and networking through social media. Here you will find slides on best practices as well as slides discussing ethical considerations for sites such as Facebook, LinkedIn, Google+ and Twitter.
Friends, Fans, Connections & Tweeps: A social media primer for HRSharlyn Lauby
2nd Annual SHRM Jacksonville Conference
Social media isn’t just for teenagers anymore. More and more businesses and professionals are using social media tools as a way to interact with customers (both internally and externally.) When statistics show over 200 million people are using social media, then human resources has to stand up, take notice and join the movement. For human resources professionals, this becomes an opportunity to develop an internal marketing and communications medium for our organizations.
But what exactly is social media and how do we get started? This presentation is designed to explore the purpose of social media (it’s not what you might think), how you can become a proficient user of social media tools, and the framework for implementing a social media strategy in your organization.
Tweet This Job - Best Practices for Social Media in Talent Acquisition and Ca...HiringThing
Tips and tricks for using social media in your talent recruitment efforts
What HR needs to know about social media and background checks
Best practices for social media in recruitment and employment screening
An updated version of my seminar on social media for lawyers. The focus is on legal marketing and networking through social media. Here you will find slides on best practices as well as slides discussing ethical considerations for sites such as Facebook, LinkedIn, Google+ and Twitter.
Friends, Fans, Connections & Tweeps: A social media primer for HRSharlyn Lauby
2nd Annual SHRM Jacksonville Conference
Social media isn’t just for teenagers anymore. More and more businesses and professionals are using social media tools as a way to interact with customers (both internally and externally.) When statistics show over 200 million people are using social media, then human resources has to stand up, take notice and join the movement. For human resources professionals, this becomes an opportunity to develop an internal marketing and communications medium for our organizations.
But what exactly is social media and how do we get started? This presentation is designed to explore the purpose of social media (it’s not what you might think), how you can become a proficient user of social media tools, and the framework for implementing a social media strategy in your organization.
Tweet This Job - Best Practices for Social Media in Talent Acquisition and Ca...HiringThing
Tips and tricks for using social media in your talent recruitment efforts
What HR needs to know about social media and background checks
Best practices for social media in recruitment and employment screening
Social media has taken the business world by storm. Many companies struggle
as they try to build successful strategies with social networking tools. When used
purposefully, these media can communicate not only products and services, but also business goals, vision, mission, and values. Social networking has great potential in marketing, sales, customer service, and recruitment efforts. Learn about common business uses of social media through real life examples. Discover how to leverage social media to increase effectiveness of corporate communication; how to build a successful social media strategy within your company;
and how to measure social media ROI (Return on Investment). Be the catalyst
for managing the social media challenges in your organization!
Don’t have a social media policy? So essentially, anyone in the organization can say and do whatever they want? It’s time for some guidelines!
While social media is about free and open conversations online, your organization still needs to have some thoughts to paper on how to manage the online sphere. How do you distinguish between personal and professional personas online? What things are appropriate and what isn’t? What about privacy concerns? Join this session to learn more about what your organization can do to make social media work for you.
Attendees Will Walk Away With:
• Knowledge of the types of social media issues requiring policies
• Templates on writing your own social media policy for your organization
• Tips on implementing the policies effectively
Don’t have a social media policy? So essentially, anyone in the organization can say and do whatever they want? It’s time for some guidelines!
While social media is about free and open conversations online, your organization still needs to have some thoughts to paper on how to manage the online sphere. How do you distinguish between personal and professional personas online? What things are appropriate and what isn’t? What about privacy concerns? Join this session to learn more about what your organization can do to make social media work for you.
Attendees Will Walk Away With:
• Knowledge of the types of social media issues requiring policies
• Templates on writing your own social media policy for your organization
• Tips on implementing the policies effectively
How To Handle The Responsibilities Of Hipaa, Identity Theft, And Privacy Conc...Ryan Squire
How To Handle The Responsibilities Of Hipaa, Identity Theft, And Privacy Concerns While Introducing New Social Media Technologies as presented by Ryan Squire at the ALI conference on health care in social media 10/5-8/09.
How to use social media for recruiting. Social Recruiting is becoming the new norm, with sites like Facebook, Twitter, Pinterest, YouTube, Quora and others joining in alongside LinkedIn to help proactively find and learn about both active and passive candidates. This presentation highlights the who, what, when, where, why, and how of using social media for recruiting, adding statistics on social recruiting and examples of who is using what. By Amy Neumann, Director SEO/ SEM/ SMO, Northeast Ohio Media Group/ NEOMG, presented August 23, 2013 for ERC (Employers Resource Council) in Cleveland, OH.
RLPSA - How Social Media Sites Affect Pre-Employment Screening and Privacy LawsHelen Levinson
For years, employers have used drug tests and professional background checks to scrutinize applicants. Today, human resource professionals are now using social networking sites as part of the screening process to browse through an applicant’s social and personal life. In this session, learn the social media screening do’s and don’ts.
Worcester County Bar Association Presents The LinkedIn LawyerDavid Barrett
The WCBA Law Office Technology Section presents "The LinkedIn Lawyer"
Thursday, April 8, 2010
4:00pm - 6:30pm
Worcester District Registry of Deeds Commonwealth Room
90 Front Street
Worcester, MA
David will demonstrate how the use of social media tools like Linkedin, Facebook, Twitter and legal blawging may enhance your legal practice. Topics will include: Generating legal referrals with social media, social media and legal ethics and social media for the busy professional.
$10.00 for WCBA Members
$40.00 for Non-Member
Seating is limited so please register in advance by contacting the WCBA office at 508-752-1311. Door registration will be accepted.
For questions please contact the Worcester County Bar Association, 19 Norwich Street, Worcester, MA 01608.
Learn how to develop your 2010 Marketing Plan using the PPT and accompanying materials from the webinar we conducted on 2-11-2010 for the Ohio State Bar Association.
Corporate Social Media Guidelines - Protecting Your Organization From Hidden ...Raul Colon
One wrong move can land you or your company into an unknown abyss. The lack of guidance from Social Media and non-existent controls can cost companies hundreds of thousands or even millions. The hidden risks of not understanding the many channels of Social Media are immeasurable. With a better understanding and some guidance on Social Media Patterns yourself and your company are going to be able to mitigate the arising risks.
Masters Thesis defense for Sameer Ahuja, July 17th, 2009. This presentation was live streamed on ustream.tv and Second Life. The video recording of the Ustream.tv livecast is available here: http://www.ustream.tv/recorded/1823531
Social media has taken the business world by storm. Many companies struggle
as they try to build successful strategies with social networking tools. When used
purposefully, these media can communicate not only products and services, but also business goals, vision, mission, and values. Social networking has great potential in marketing, sales, customer service, and recruitment efforts. Learn about common business uses of social media through real life examples. Discover how to leverage social media to increase effectiveness of corporate communication; how to build a successful social media strategy within your company;
and how to measure social media ROI (Return on Investment). Be the catalyst
for managing the social media challenges in your organization!
Don’t have a social media policy? So essentially, anyone in the organization can say and do whatever they want? It’s time for some guidelines!
While social media is about free and open conversations online, your organization still needs to have some thoughts to paper on how to manage the online sphere. How do you distinguish between personal and professional personas online? What things are appropriate and what isn’t? What about privacy concerns? Join this session to learn more about what your organization can do to make social media work for you.
Attendees Will Walk Away With:
• Knowledge of the types of social media issues requiring policies
• Templates on writing your own social media policy for your organization
• Tips on implementing the policies effectively
Don’t have a social media policy? So essentially, anyone in the organization can say and do whatever they want? It’s time for some guidelines!
While social media is about free and open conversations online, your organization still needs to have some thoughts to paper on how to manage the online sphere. How do you distinguish between personal and professional personas online? What things are appropriate and what isn’t? What about privacy concerns? Join this session to learn more about what your organization can do to make social media work for you.
Attendees Will Walk Away With:
• Knowledge of the types of social media issues requiring policies
• Templates on writing your own social media policy for your organization
• Tips on implementing the policies effectively
How To Handle The Responsibilities Of Hipaa, Identity Theft, And Privacy Conc...Ryan Squire
How To Handle The Responsibilities Of Hipaa, Identity Theft, And Privacy Concerns While Introducing New Social Media Technologies as presented by Ryan Squire at the ALI conference on health care in social media 10/5-8/09.
How to use social media for recruiting. Social Recruiting is becoming the new norm, with sites like Facebook, Twitter, Pinterest, YouTube, Quora and others joining in alongside LinkedIn to help proactively find and learn about both active and passive candidates. This presentation highlights the who, what, when, where, why, and how of using social media for recruiting, adding statistics on social recruiting and examples of who is using what. By Amy Neumann, Director SEO/ SEM/ SMO, Northeast Ohio Media Group/ NEOMG, presented August 23, 2013 for ERC (Employers Resource Council) in Cleveland, OH.
RLPSA - How Social Media Sites Affect Pre-Employment Screening and Privacy LawsHelen Levinson
For years, employers have used drug tests and professional background checks to scrutinize applicants. Today, human resource professionals are now using social networking sites as part of the screening process to browse through an applicant’s social and personal life. In this session, learn the social media screening do’s and don’ts.
Worcester County Bar Association Presents The LinkedIn LawyerDavid Barrett
The WCBA Law Office Technology Section presents "The LinkedIn Lawyer"
Thursday, April 8, 2010
4:00pm - 6:30pm
Worcester District Registry of Deeds Commonwealth Room
90 Front Street
Worcester, MA
David will demonstrate how the use of social media tools like Linkedin, Facebook, Twitter and legal blawging may enhance your legal practice. Topics will include: Generating legal referrals with social media, social media and legal ethics and social media for the busy professional.
$10.00 for WCBA Members
$40.00 for Non-Member
Seating is limited so please register in advance by contacting the WCBA office at 508-752-1311. Door registration will be accepted.
For questions please contact the Worcester County Bar Association, 19 Norwich Street, Worcester, MA 01608.
Learn how to develop your 2010 Marketing Plan using the PPT and accompanying materials from the webinar we conducted on 2-11-2010 for the Ohio State Bar Association.
Corporate Social Media Guidelines - Protecting Your Organization From Hidden ...Raul Colon
One wrong move can land you or your company into an unknown abyss. The lack of guidance from Social Media and non-existent controls can cost companies hundreds of thousands or even millions. The hidden risks of not understanding the many channels of Social Media are immeasurable. With a better understanding and some guidance on Social Media Patterns yourself and your company are going to be able to mitigate the arising risks.
Masters Thesis defense for Sameer Ahuja, July 17th, 2009. This presentation was live streamed on ustream.tv and Second Life. The video recording of the Ustream.tv livecast is available here: http://www.ustream.tv/recorded/1823531
This is a presentation I did for part of an interview process where I was asked to choose a company that could make better use of social media. I chose Wegmans.
Presentation conducted at SNEC PMI's Career Fairs in Hartford and Stamford CT by George Nikanorov, Head of Marketing for DATA Inc. on how to "brand" yourself and communicate with recruiters through Social Media.
The Role of HR in Driving Social Media and Business IntegrationElijah Ezendu
How HR should infuse social media into organisational work systems to ensure fitting positioning, placement and processes that would enable effective integration with business.
Understanding Social Media Networks for Financial Advisors - A Webinar for Ac...Jay Palter Social Advisory
Social media networks are rapidly changing the communications landscape for many businesses, including financial services. There is an explosion of new ways to connect and new places to do so online. Consumers are leading the way, armed with a dizzying array of new devices and tools - and businesses risk being left behind.
In this webinar, we will introduce Financial Advisors to the human and technological aspects of social media networks and how consumers are using them to find, research and engage with professional service providers. Emphasis will be placed on understanding the key elements of effective social media strategy and not on any specific tactics.
Jay Palter is a social media consultant with a career spanning two decades in financial services, software development and marketing. He writes a regular column for Advisor.ca on social media strategies.
Supercharge Your Recruitment Efforts Through Social MediaClearEdge Marketing
From a webinar to TechServe Alliance members, this presentation addresses ways to use social media for recruiting.
For questions or details email lvickrey@clearedgemarketing.com or call 312.731.3149.
An Integrated Approach - Measuring Social Media for GovernmentHillary Hartley
Session for How to Measure Social Media in Government, May 1, 2013
http://www.aliconferences.com/conf/measure_social_media_gov0413/index.htm
With social media use on the rise in government, communication efforts require an integrated approach. Supporting marketing efforts with social media messages is a big part of this integration.
Texas.gov, one of the 29 state portals under the NICUSA umbrella, has successfully used this strategy in its efforts to increase awareness and online adoption of the driver services offered on its website. Creating and following a plan that integrates social media and measuring the results of those efforts has helped to bolster the success of an advertising campaign aimed at increasing driver license and vehicle registration renewals.
In this presentation, you will hear how Texas.gov:
- Incorporated social media into their communication efforts
- Determined what to measure to receive the most accurate ROI
- Measured the effectiveness of their social media efforts
Digital Professionalism for Clinical ResearchersBernadette John
The ability to use social networks to access peer support, engage in dialogue with thought leaders and achieve broader reach and peer review of research outcomes is becoming an essential skill for those involved in research. This course is designed to support researchers in the currently evolving social media landscape where private and personal lives are merging, towards fluency in Digital Professionalism
Social media training for Otago Southland Employers AssociationRebecca Caroe
Businesses need to understand both WHAT and WHY social media may help or hinder their business marketing. This deck explains the basics so you can make up your own mind.
Webinar: 10 Things to Include in Every Social Media PolicyCase IQ
In a free webinar hosted by i-Sight, Sharlyn Lauby, SPHR, CPLP and President at ITM Group shared 10 practical tips to consider in developing your social media policy.
You can view the webinar recording by visiting: http://i-sight.com/webinar-10-things-to-include-in-every-social-media-policy/
Title: Brand Matters
In this 60 minute intro session, you will learn a general overview of how to create, launch and maintain your brand and why your brand awareness affects how much capital you will get.
- Why your brand matters and how it impacts your success
- Creating & defining your brand
- Launching your brand publicly
- How to build your brand on social networks such as Twitter, Facebook, & Linkedin
In following sessions we will dive deeper into each social network and discuss how to make the most of each social platform.
Social Media and Automation: Why do we care, How do we put it to to work?Juliann Grant
This presentation by Juliann Grant was given at ISA's Automation Week on 10/18/11. This is a general overview of social media's penetration in the automation industry and how ISA is using social media to reach its society members.
How Best Practices in Triage Protocol Can Boost Compliance and Reduce RiskCase IQ
With recent announcements of increasingly stringent federal policies around record-keeping and due diligence, compliance and investigation professionals are feeling the pressure to demonstrate consistency and rigor in their case management processes.
Planning your investigation, having the right team members involved and reporting on outcomes of an investigation can all be difficult phases of the process.
However, being able to demonstrate that you are quickly, consistently and accurately triaging incidents is even more important now.
The key is to establish decision-making approaches and plan out your entire protocol before the matter comes to your attention through hotline reporting or other mechanism. This ensures structure and success as you triage, investigate, staff the investigation properly and meet the inevitable challenges of reporting and addressing the root causes of incidents.
How to Drive Efficiency and Reduce Risk with Investigative Case Management So...Case IQ
In order to avoid risk while running a successful organization, today’s leaders need to do more than react to cases of harassment, misconduct and employee fraud. They need to prevent these issues. Purpose-built case management software provides data-driven reports that help companies manage risk, spot trends and protect employees and the organization by preventing incidents, as well as fines and reputation damage.
But home-grown or dated solutions come with many challenges. For instance, managing incidents and investigations using manual methods leads to duplication of effort and information silos, resulting in inefficiency. Using these solutions also comes with security risks and inconsistent documentation, opening the company up to fines and lawsuits.
i-Sight’s powerful case management platform streamlines your investigative process and provides the data you need to analyze results, prevent incidents and protect your employees. You’ll save time and money, ensure compliance, and reduce risk, all with one tool.
Who's Lying? Using the Cognitive Interview to Assess Credibility in Workplace...Case IQ
When investigating a “he said/she said” case of sexual harassment or other alleged misconduct, are you using scientifically validated methods to interview witnesses, assess their credibility, and reach a defensible conclusion?
Over the past 15 years, scientists have found that much of the conventional wisdom on how to effectively interview witnesses and determine truthfulness is wrong. At the same time, courts have found companies liable for using scientifically unproven interviewing techniques in workplace investigations.
In this webinar you will learn about the hundreds of research studies that scientists have conducted on how to best interview witnesses and assess credibility. You will learn how to apply these scientifically validated methods to your investigations.
Join the i-Sight team and former U.S. Department of Justice attorney Michael Johnson as they discuss how to apply these scientifically validated methods to your investigations.
Protecting the Mental Wellbeing of Corporate InvestigatorsCase IQ
Vicarious trauma is a type of second-hand psychological response most often associated with first responders and front-line crisis workers. Although corporate incident investigators and HR and compliance professionals are usually not the first on the scene, they frequently find themselves listening to both victims and accused people who recount what could be the worst days of their professional lives.
There is no doubt that the case management process can be stressful and sometimes triggering for those who are managing it. The personal and organizational impacts can include compromised risk assessment and investigations, investigator burnout and absenteeism, and a less healthy workplace overall.
Join expert workplace investigator Ken McCarthy as he shares his experience with vicarious trauma and compassion fatigue resulting from his involvement in workplace investigations.
As an investigator, you don’t define your value to the organization; leadership does. What are you doing to be a better business advisor and contribute to the organization’s goals? In other words, why should the bosses listen to you?
Because misconduct doesn’t happen in a vacuum! It results from a perfect storm of factors like employee ignorance, a failure to see the larger implications, a lack of training and procedures, or a failure of internal controls. And you have a view to all of this in your cases.
This webinar outlines how you can become a better strategic advisor, how to think like a business leader, and what keeps executives awake at night. You’ll learn how case management can drive a culture of prevention, and how you can prove the bottom-line ROI of investigations.
Join Meric Bloch, Strategic Advisor at Winter Investigations as he discusses how investigators can become business advisors to the C-suite using their knowledge of case management and risk assessment.
In this webinar, you will learn:
Goals of a strategic business advisor.
-What advice does a strategic advisor give?
-What should a strategic advisor not do?
-How an investigator can become a strategic advisor.
-How stellar case management positions investigators as strategic advisors.
5 Steps to Creating an Ethical Work CultureCase IQ
You get it. Being an ethical organization matters. A lot.
But ethics isn’t just a quarterly HR campaign or a glossy conduct guide; in order to really have a bottom-line business impact, organizational ethics must function as an integral pillar of company culture over time.
So, what are the best practices to make sure your organization is regularly thinking about ethics and including it in everyday decision making? What are some creative ways to bring focus to this vital but often overlooked function? And how can you most effectively deal with and investigate an incident or a breach when it occurs?
How to Assess, Level Up, and Leverage Your Culture of ComplianceCase IQ
Compliance officers know that a strong culture of compliance is indispensable to risk management and better business performance in the modern world. So how, exactly, can you capture insights into the current state of your corporate culture, and then use that information to (1) shore up weak spots in ethics and compliance operations; and (2) leverage a strong culture of compliance for better operations across the enterprise?
Join Matt Kelly, Editor and CEO of RadicalCompliance.com, as he discusses how and why compliance leaders need to use data to improve their investigations and corporate culture.
Everything You Need to Get E&C Investigations Right (According to the DOJ)Case IQ
Internal investigations have long been a part of every ethics & compliance program and every E&C professional’s tool kit. However, the US Department of Justice has made clear that internal investigations are more important than ever.
In October 2021, Deputy Attorney General Lisa Monaco reinstituted the substance of the Yates Memo, requiring companies to turn over all information on any culpable individuals. Recent criminal enforcement actions by the DOJ have thrown new and increasing scrutiny on internal investigations. Now, CCOs and CECOs must certify compliance in any FCPA settlement.
In short, getting E&C internal investigations right has taken on a new importance.
5 Ways to Build Employee Trust for Less Turnover and Fewer IncidentsCase IQ
Over the past few months, we’ve seen employees quit in record numbers. While there are many reasons for “The Great Resignation”, a standout is employee trust. A study from Gallup suggests that only one in three employees strongly agree that they trust the leadership of their organization.
Employees want to trust the companies they work at and the people they work with. They want to feel comfortable coming to HR with their complaints and concerns. But building trust takes time, and effort. As organizations are planning their post-pandemic strategies, now is a perfect time to place an intentional emphasis on building trust.
Hybrid Workplace Harassment: Are You Protecting Your Company from Hidden Thre...Case IQ
In today’s “new world of work,” many organizations run on a hybrid model, with some employees working remotely and others in the physical office. While this set-up is convenient, it can cause unique interpersonal issues between employees.
Reduced face-to-face communication makes it harder for teams to bond, while making it easier for harassers to get away with bad behavior. To reduce harassment incidents in your hybrid workplace, you need to foster a culture of openness, willingness to learn, and compassion.
Join workplace investigation and executive management expert Kenneth McCarthy as he outlines how to address and prevent hybrid workplace harassment incidents.
Finding Value Before a Crisis: How Workplace DEI Drives Revenue and Prevents ...Case IQ
The topic of workplace diversity, equity, and inclusion is at an all-time high right now. It has been proven that there is a direct correlation between inclusive workforces, productivity, and revenue. According to the McKinsey & Company diversity report, “companies in the top-quartile for ethnic and cultural diversity on executive teams were 33% more likely to have industry-leading profitability.”
Without a strong DEI program, though, your organization could face internal harassment incidents, discrimination lawsuits, high employee churn, and a poor corporate reputation, leading to lost customers and clients.
Join inclusive marketing consultant, speaker, and author Michelle Ngome as she outlines DEI best practices that will increase your organization’s revenue, as well as prevent workplace incidents.
How Not to Get Called Out on TikTok: Improving Your Brand Through Employer/Em...Case IQ
More and more, disgruntled employees have been taking to TikTok, Twitter, and other social media sites to share videos and posts of their bad work experiences. These stories are more likely than ever to go viral, which can lead to lost business, reputational damage, employee churn, and lawsuits, just to name a few unwelcome consequences for employers.
While some people might be acting in bad faith, employees have been finding tried traditional HR channels less than satisfactory. They feel un-heard and undervalued, and they turn to the internet to tell their stories, and receive fast responses.
You can’t build a brand or accomplish your mission statement without your employees. To avoid the repercussions of viral incidents and strengthen your brand, you have to repair your employer/employee relationship and work culture—or better yet, create a healthy, ethical culture from the start.
Join employment lawyer Janette Levey as she breaks down major viral incidents including Better.com, Starbucks, and Amazon, their consequences, and what to do to avoid them.
What is Psychological Safety in the Workplace?Case IQ
Catherine Mattice discusses how workplace concepts such as incivility, harassment, and inequity are intertwined, and how organizations can address them more proactively to create psychological safety for all workers.
Misconduct or Missed Conduct? Ensuring Consistent SAR Reporting of Internal M...Case IQ
Case management is an integral component of any institution’s overall compliance program, let alone those with suspicious activity report (“SAR”) filing responsibilities. However, misconduct is often reported through multiple channels such as whistleblower complaints, HR, and even through a company’s legal department. If misconduct requires SAR filing, input from HR, and advice from legal, but comes in through possibly siloed teams, how can a company feel confident that they are accurately capturing and consistently dispositioning these cases?
The answer boils down to an often-overlooked area – case management systems.
Join financial crime compliance advisory and training specialist Michael Schidlow, as he explains best and worst practices in the field, gives tips on what case management tools should always and shouldn’t ever do, and describes how to utilize metrics from those systems to get an accurate snapshot of their company’s risk profile.
Building Effective Sexual Harassment Prevention Policies and TrainingCase IQ
There’s no place for sexual harassment in today’s workplace, and employers have a responsibility to investigate every allegation. But reacting after a complaint is made doesn’t fix a culture that allows sexual harassment to occur. A proactive approach, incorporating a strong policy, backed by training and commitment at all levels, is key to building an organizational culture that discourages sexual harassment.
Join Philip Miles, employment lawyer, McQuaide Blasko, as he outlines the steps for building policies and training plans to prevent sexual harassment in the workplace.
How to recognize and minimize unconscious bias in the workplaceCase IQ
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
Search Engine Skills for Workplace InvestigatorsCase IQ
Whether you are investigating fraud, harassment or other misconduct, solid online research skills can serve you well. The internet is a valuable resource for finding information and evidence to support your case, and it’s important to stay up to date on its use and limitations.
Join Cynthia Hetherington, investigation expert, trainer and founder of Hetherington Group, as she explores techniques and tools for getting the information you need online.
Preventing Bullying and Harassment Through Diversity and Inclusion in the Wor...Case IQ
In a 2019 Monster survey, 90 per cent of employees said they had experienced bullying in the workplace. The Pew Research Center reports that 69 per cent of women say they have been sexually harassed in a professional setting. These numbers point to a serious problem that leaders can’t afford to ignore.
Policies and training are, of course, critical to the prevention of bullying and harassment, but there are other avenues that you may not have considered. Diversity and inclusion have benefits that go far beyond compliance. Not only do companies that embrace diversity and inclusion outperform those that don’t, but understanding, accepting and valuing differences ensures a fairer, more collaborative environment with less conflict.
Join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she explores strategies for using diversity and inclusion to prevent harassment and bullying.
The webinar will cover:
What constitutes bullying and harassment in the workplace
Best practices for addressing and preventing bullying and harassment
How diversity and inclusion helps to reduce bullying and harassment
How to achieve diversity and inclusion
Case studies of how bullying, inequities and harassment tie together, and how resolving one requires resolving all
Insider Threat: Cases and Controls to Prevent Internal Fraud and PreventionCase IQ
“I never would have imagined”, said the company owner, manager, colleague, or workplace friend. It is hard to reconcile that people would engage in fraudulent behavior in the workplace, let alone the depth of these schemes. Financial misconduct and internal fraud are among the biggest threats to today’s organizations. Without the right controls and prevention measures in place, companies are at financial and reputational risk.
Join financial crime compliance advisory and training specialist Michael Schidlow, as he reviews recent cases of internal fraud, what we can learn from them, and controls that companies can put in place to prevent fraud
7 Ways to Increase Ethical Accountability and Decrease Fraud Risk Case IQ
It’s long been clear that organizations with strong ethical cultures perform better than those without. In addition to the multitude of positive impacts a strong ethical culture provides, these organizations will also typically experience less fraud and misconduct. However, to achieve maximum results, a strong ethical culture must focus on accountability and include robust fraud prevention measures.
Ethical accountability takes time and effort to build, but the rewards of fostering the right culture in an organization are measurable. Fewer fraud incidents, for example, can be demonstrated by hard numbers. A strong code of conduct is a great start, but it’s critical to have a comprehensive ethics program that fosters accountability.
Join Joseph Agins, CFE, CCEP, adjunct professor and fraud expert, as he outlines strategies organizations can use to ensure every employee from the C-Suite down has the tools they need to help them make ethical decisions and prevent fraud.
The webinar will cover:
The importance of tone from the top
Identifying the pressures employees face and thus the ethics and fraud risks
Understanding the resources employees have (or not) to report wrongdoing
Whether the internal imagining of the culture matches the reality
Developing tools and strategies for fostering ethics in the workplace
Anti-fraud measures that should be incorporated into every ethics policy
Encouraging ethics and accountability
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
What is the TDS Return Filing Due Date for FY 2024-25.pdf
Social Media Background Screening Webinar
1. Social Media Background Screening
Speakers:
Bill Glenn, VP, Marketing & Alliances, TalentWise
Geoff Andrews, COO, Social Intelligence Corp
2. Introduction
Bill Glenn
Bill Glenn has been Vice President of Marketing and Alliances at TalentWise since 2008. He has more than
15 years of experience in the technology industry, holding senior marketing management and business
development positions.
TalentWise helps companies of all sizes and across all industries screen and hire the most qualified
candidates while reducing their time-to-hire, improving compliance and lowering cost.
Geoff Andrews
As co-founder and COO of Social Intelligence Corp., Geoff Andrews oversees client and partner management
and business operations, as well as sales and marketing. Previously, Andrews was a director and an original
member of Steel Card, playing a key role in the company’s development and success, and a consultant with
PricewaterhouseCoopers.
Social Intelligence offers social media screening and investigative services including employment background
checks, insurance claims investigations, corporate due diligence and government services, helping
organizations leverage the benefits of social media research while reducing costs, time and legal risks.
Joe Gerard
Joe Gerard is the VP of Sales & Marketing at i-Sight, a leading provider of web-based case management
software for corporate investigations. He’s worked with companies like Dell, Coke, Allstate, BP and more than
100 others to implement improved investigative processes that leverage best practices and case
management.
3. Legal Disclaimer
This presentation is intended for general information only
and not as legal advice.
You should not rely on the information for any legal
purpose, and contact your attorney to determine
applicability to your situation.
TalentWise disclaims all liability in respect to actions taken
or not taken based on any contents of this presentation.
4. Agenda
• Social Media defined
• Common pitfalls of internal, ad hoc
searches
• Allowable content
• Legal implications
• Implementing Social Media screening
5. Definitions
• Social Media noun ˈsō -shəl -ˈmē-dē-ə
– Forms of electronic communication (as Web sites for
social networking and microblogging) through which
users create online communities to share information,
ideas, personal messages, and other content (as
videos)
7. Definitions
Social media recruiting vs. social media screening
Social Media Screening Social Media Recruiting
• Viewing social media profiles • Initiate search, source candidate
including LinkedIn and Facebook • Takes company brand, image
• Reading candidate blogs into consideration
• Googling a candidate • Promoting jobs via social media
including LinkedIn or Facebook
pages
9. On the Rise
– 90% of companies use social networks as part of their
employment screening process
– Growth of LinkedIn, FB, Twitter, Google+
130M 450M 462M 490M 845M 49M
10. Googling Candidates?
• Common pitfalls of internal, ad hoc searches
– No formal policies or protocols in place
– Must be compliant with FCRA
– Need Consumer Consent!
– Multiple online identities
– Matching to the CORRECT online identity
11. Polling Question
When Screening a Candidate, What Types of
Online Information is Deemed Allowable to
Collect?
12. What’s Not Allowable?
• Online content which is deemed irrelevant or unallowable
– According to Title VII, the ADA, GINA, and ADEA, protected
classes include:
• age
• sex
• religion
• disability
13. What IS Allowable?
Relevant and allowable online content
Negative Positive
• Illegal behavior, including illicit • Contributions to leading
drug use industry blogs and sites
• Potentially violent activity • Participation in volunteer or
• Racist or discriminatory philanthropic groups
tendencies • Improvements to corporate
• Corporate image image
disparagement
• Sexually explicit material
14. Implications
• Leads to implications such as:
– Discrimination
– Adverse Action
– Privacy
• No Reasonable expectation of privacy when posting
publicly available information
– Authenticity
15. Puts HR in a Catch 22
Companies need to think about how and why
they are using social media
16. Must Haves
• Social media background checks must be:
– Inclusive – search every applicant
• Disparate Impact
– Fair and consistent
• Search same sites for every applicant
• Search and report the same types of information
• Use the same independent people to search
– Legally defensible
• Documentation and tracking responsibilities
17. How do you incorporate social media into your
pre-employment screening process?
18. Must Do’s
– Seek advice from legal counsel
– Thoroughly train HR and Managers on company
social media policy
– Keep up to date on all the latest court rulings and
potential social media liabilities
– Only obtain legally allowable information; Do not
obtain or consider protected class information
RELIGION GENDER
RACE
CLASS AGE
19. Must Do’s
– Keep detailed records
– Appoint a non-decision maker to conduct online
searches
– Use a variety of screening methods
– Conduct comprehensive searches, not limited to
specific social networking sites
≠ ALL Social Media
21. In Closing
• Embrace social media!
• Seek advice
• Keep detailed records
• Go the extra mile to
ensure your candidates
are treated fairly
22. For More Information
• EEOC
– No-cost outreach programs
• Phone: 800-699-4000
• Email: info@eeoc.gov
– EEOC Training institute
• Phone: 703-291-0880
• Email: eeoc.traininginstitute@eeoc.gov
• FCRA and FTC
• Phone: 1-877-FTC-HELP (1-877-382-4357)
• Email: socialmedia@ftc.gov
23. Solutions
TalentWise offers the following social media screening solutions:
Comprehensive Social Media Executive Social Media Search
Search • Both user-generated content
• All user-generated content on and non-user generated content
the web on the web
• Social media activity and • Social media
content activity, content, and media
outlets
24. Thank You!
If you have any questions, please submit them now.
Thank you for taking the time to attend today’s webinar.
If you have any questions about the information covered in the webinar, please
contact:
Joe Gerard Bill Glenn Geoff Andrews
jgerard@i-sight.com bglenn@talentwise.com geoff.andrews@socialintel.com
Editor's Notes
Address a few housekeeping items:Phones are on mute.We will have an opportunity for questions at the end of the event. To submit a question, please use the Q&A portion of the GoToMeeting panel to type your questions. Time permitting we’ll address as many questions as we can. Any questions we are unable to address during this event will be responded to following this event.Today’s session will be interactive – we’ll be asking you a few questions using the live polling feature in GTM. So please participate in those.Last, today’s session is being recorded. For everyone who registered for today’s event, we will send an email that will include a link to today’s recorded session for future viewing.
Make introductions:Geoff Andrews: Geoff is the co-founder and COO of Social Intelligence Corp., Since SI’s inception in early 2010, Geoff has overseen client and partner management, operations, sales, and marketing. Prior to Social Intelligence, Geoff was a Director and an original member of Steel Card, playing a key role in the company's development and successful acquisition by ChoicePoint, where he then served as VP of Operations for the Personal Lines Software Division of Insurity, a ChoicePoint company. Prior to joining Steel Card, Geoff was a consultant with PricewaterhouseCoopers, focused on business and technology strategy within the insurance and financial services industries.Welcome Geoff!
Implementing social media screening – how you go about it; must do’s
Source: wikipedia
Social Media today goes way beyond the standard definition and includes any form of user generated content on the Internet. And that’s not just your more mainstream social media sites like Facebook, MySpace, LinkedIn, etc. It includes other areas of both user generated and non-user generated content like blogs, news stories where the individual was included in the story, etc, social games and more. So as you can see, social media really does blur the lines of what’s considered not only personal vs. professional content, but it also creates a clear grey area when it comes to what might be considered public information vs. private information. And we’ll talk about both of these “areas of grey” in more detail later in our presentation.
It’s important to discuss the differences between social media RECRUITING and social media SCREENING.What we’re talking about here today is social media background screening. This is when you’ve extended or are about to extend and offer to a candidate. Or if you’re deciding amongst a few top candidates, and need to gather more information to determine the deciding factors.Both Social Media Screening and Social Media Recruiting (SMR) have their own set of risk vs. reward and each have potential legal pitfalls associated with them. By way of example, with SMR, recruiters and employers need to be aware of governing bodies like the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP). If the OFCCP deems your social media screening practices as an intent to discriminate (“disparate impact” on a protected class), the failure to comply with their regulations could result in disqualification from government contracts.
Q: Does your company use social media to screen candidates? (a) Yes, and we have established policies in place (b) Yes, but there are no established policies in place(c) No, but we’d consider it after receiving more information (d) No, we would never consider using social media screening
A recent survey carried out by social media monitoring service Reppler, found that more than 90% of recruiters and potential employers use or have used social networking websites as part of their employment screening process. Astonishingly, 69% of recruiters admitted sleuthing a candidate’s social networking profile and later rejecting their application based on the content they found.In a recent Jobvite survey, 80% of companies use social media for recruiting and screening candidatesIn a recent ExecuNet survey, nearly 80% (77%) of respondents indicated they use the web for screening potential job applicants.User Counts by Top Social Media sites:130M LinkedIn Registered users450M blogs, 81k new blogs created daily462M registered Tweeters, 290M Daily Tweets, 100M active Twitter users490M YouTube users845M FB users49M Google+ usersHow is social media changing the way employers screen candidates?Social media - especially the more popular social networking sites like Facebook, MySpace, Twitter, and LinkedIn - have created a new and rich information source for HR, staffing, and recruiting practitioners screening candidates. Social networks offer a free way to verify a candidate’s résumé claims, unearth undesirable behaviors, and gain insight into a candidate’s skills, personality, and potential cultural fit. While benefiting employers, social media as a screening tool does create new legal concerns and should be used wisely to avoid potential pitfalls.
Common pitfalls of internal, ad hoc searchesNo formal policies or protocols in place - Managers are using social media as their own form of background check without the proper training on what they can or can’t make a hiring decision based on and the risks they are creating for their organizations Exposing themselves to unallowable information Aren’t being fair and consistentMust be compliant with FCRA (required if outsourced, best practice if conducted internally)How can you determine if applicant has more than one online identity?How can you determine if the social post belongs to the applicant?
Q: When screening a candidate, what types of online information is deemed allowable to collecta. Ageb. Religionc. National origind. Genetic Informatione. None of the above
It is not necessarily illegal for employers and co-workers to discover this type of information online or through other means, but employers can't use protected information such as age, race, gender, disabilities and sexual orientation when making hiring decisions or employment decisions once the person is working at the company.Legal ramifications:Title VII of the Civil Rights Act of 1964 (based on race, religion, and gender)Americans with Disabilities Act (based on possible alcoholism)Age Discrimination in Employment Act (based on age)Genetic Information Non-Discrimination Act of 2008 (based on family medical history)
A TalentWise report that includes a social media search powered by Social Intelligence to a company would include racist remarks, sexually explicit photos or videos, or flagrant displays of weapons or illegal activity.Photos can reveal age, race, etc.
As long as employers are not using information they discovered about protected subjects such as a person's age, race or marital status, it is perfectly legal to check out someone's social media pages. In fact, job candidates and employees being considered for promotions should expect employers to take their social media activities into consideration.While the law in this area is evolving and continues to evolve, it may be unrealistic to expect meaningful privacy regardless of the privacy settings placed on a social media page. An executive recruiter, for example, may be a friend of a friend. Also, even someone who is a direct friend has the ability to capture a screen image and forward it to others.
Employers who avoid Internet Screening• Expose themselves to catastrophes by potentially making negligent hiring decisions• Ignore obligation to protect existing employees and customers by not making best efforts to screen out risks• Put themselves at a hiring disadvantage as competitors use web content to make better hiring decisionsEmployers who Conduct Screening Internally• Expose themselves to protected class information which can lead to allegations of discrimination• Can’t conduct fair and consistent hiring practices without having standardized processes and ad-hoc tools• Restrict themselves from much of the allowable and relevant information out there as Internet searches have only limited coverageThere is nothing wrong with rejecting a job candidate with personal characteristics that will result in poor or unsafe job performance. That is part of any HR organization’s mandate. However, when recruiters obtain such information through a social network, they are unable to ensure that all of the information they uncover will be job-relevant. Some of this information – gender and race, for example – would normally be obtained through a conventional job application or via a structured interview. But other information related to country of origin, religious preference, pregnancy, age, disability or sexual orientation might not. What if a recruiter, searching for evidence of drug use, finds that a candidate is a fan of the Facebook Page of Gay Rights or belongs to half a dozen groups for expecting mothers?
Disparate Impact The risks posed by the use of social networks in the hiring process begin at the front end, with sourcing, because the labor pool available through these networks does not reflect the demographics of the general population. For example, according to the media analytics firm Quantcast, only 5 percent of LinkedIn’s members are African American (vs. 12.8 percent of the total population) and only 2 percent are Hispanic (vs. 15.4 percent of the total population). It is easy to argue that sourcing via LinkedIn will have a disparate impact, and a similar case can be made for all the social networks.RELEVANCE:Companies using social media to recruit and screen candidates must ensure that the information they’re gaining from these website, whether direct or implied, is relevant to the job. For example, a company hiring a driver or a CFO may have a lower tolerance for potentially risky information found on a social media site than for another company hiring an individual in a role that has no access to company assets.
Since social network recruiting is so new, many businesses lack the understanding, guidance and policies regarding the proper (i.e. legal) use of these services when it comes to recruiting and hiring candidates. The good news is that because of social networking’s popularity, more and more companies are leading initiatives (often driven by HR, staffing and recruiting professionals) to develop standards and guidelines around the use of social networks to ensure their organizations are compliant and protected. And you, too, have the ability to help shape your company’s policy for recruiting and screening candidates using social networking sites. To help guide you in this endeavor, we suggest the following…
There are services out there that:Enable employer to leverage value of Social Media without the riskProtect employer from allegations of discrimination and negligent hiringProtect applicant and employee privacyUse Social Media Background Checks through third party accredited vendors that: Conduct comprehensive searches, not limited to specific social networking sitesOnly obtain public, legally allowable informationDo not obtain or consider protected class information Ensure third party vendors:Enable the employer to leverage the value of social media without the risksProtect the employer from discrimination as well as negligent hiring and retention allegationsProtect job applicant and employee privacyReview information on message boards, comments on news articles, photo and video sharing sites
There are services out there that:Enable employer to leverage value of Social Media without the riskProtect employer from allegations of discrimination and negligent hiringProtect applicant and employee privacyUse Social Media Background Checks through third party accredited vendors that: Conduct comprehensive searches, not limited to specific social networking sitesOnly obtain public, legally allowable informationDo not obtain or consider protected class information Ensure third party vendors:Enable the employer to leverage the value of social media without the risksProtect the employer from discrimination as well as negligent hiring and retention allegationsProtect job applicant and employee privacyReview information on message boards, comments on news articles, photo and video sharing sites
Q: After viewing this webcast, how likely is it that your company will consider using social media to screen candidates? (a) We currently use social media for candidate screening (b) Highly likely, given enough information (c) Probably in the next 6 months (d) We would never consider using social media screening
Embrace social media – given that its easy, ubiquitous and free. You can’t ignore it or you run the risk of making a negligent hire. That said, make sure you understand the potential legal issues before you incorporate it into your screening program. Understand the potential legal pitfalls.Seek advice from your screening provider or legal counsel before utilizing social media in your employment screening process Question whether the use of social networks is really necessary or whether an alternate approach can be consideredAvoid using these sites as your only screening tool (disparate impact)Keep detailed records that demonstrate your hiring decisions were based on screening practices so that they are more legally defensible should you ever get called into court by a potential applicant or employee. (compliance). As employers, we have the responsibility to protect our organizations and our employees.Go the extra mile to ensure your candidates are treated fairly by adhering to the same standards set forth by the FCRA (inclusive and fair/consistent to avoid disparate impact)
EEOC's outreach programs provide general information about the EEOC, its mission, the employment discrimination laws enforced by EEOC and the charge/complaint process. EEOC representatives are available on a limited basis at no cost to make presentations and participate in meetings, conferences and seminars with employee and employer groups, professional associations, students, non-profit entities, community organizations and other members of the general public.EEOC's Training InstituteThe Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing employment discrimination laws. The Training Institute provides a wide variety of training programs to help employers understand, prevent and correct discrimination in the workplace. Experience and learn from the authorities on EEO law. The FTC deals with issues that touch the economic life of every American. It is the only federal agency with both consumer protection and competition jurisdiction in broad sectors of the economy.
Comprehensive Social Media Search Any user-generated content that is publically availableExecutive Social Media Search360 Degree view User + non-user generated content