This document discusses using social media for recruitment and provides guidance on legal considerations. It summarizes key aspects of popular social media platforms like Facebook, Twitter, and LinkedIn. While social media can help identify qualified candidates, improper use of applicants' personal information from profiles could violate anti-discrimination laws. The document recommends having a clear recruitment strategy and notes that social media should supplement, not replace, traditional recruiting to help ensure a diverse pool. Legal guidelines from the Department of Labor are referenced.

1. Heidi Zahner-Younts, PHR
Human Resources Specialist
The University of Iowa

2. 1. What is Social Media and how is it being used
in Recruitment?
2. Overview of four popular social media platforms
• Facebook
• Google+
• Twitter
• LinkedIn
3. Legal Considerations

3. • According to Tufts
University: Social
media refers to the
means of
interactions among
people in which they
create, share and /or
exchange information
in communities and
networks

4. • The key difference
between social
media and
traditional media
sources is
interaction.

5. • Interactive
• Authentic
• Transparent
• Consistent

6. • Building social online communities to attract a
diverse and talented applicant pool (reach
passive job seekers)
• Advertise job openings/formally or informally
• Sourcing Candidates
• Screening Applicants

7. Mom and Dad were right,
just because you can do
something doesn’t mean
you should. Always check
your schools social media
recruitment policy or
check with your schools
legal department before
starting any social media
campaign

8. Use of social media sites for recruiting cannot be
the only or primary source for recruiting as this
may adversely impact the diversity of your
applicant pool. These sites can be used to post
information about an opportunity at the University;
they should not be used to look for or screen
applicants. Such action could violate principles of
Affirmative Action if certain identifying information
is gained…

9. • Research
• Selection
• Marketing Plan
• Image/Brand
• Description
• Where does your talent
live?
• Goals
• Metrics

16. Core
Features
Cost
Formal
Source/Mine Candidates
Can Create Groups or
Pages
Advertise openings
Estimate Unique Monthly
Visitors
900 mil

23. Core
Features
Cost
Formal
Source/Mine Candidates
Can Create Groups or
Pages
Advertise openings
Estimate Unique Monthly
Visitors
900 mil 120 mil

27. Core
Features
Cost
Formal
Source/Mine Candidates
Can Create Groups or
Pages
Advertise openings
Estimate Unique Monthly
Visitors
900 mil 120 mil 310 mil

32. Core
Features
Cost
Formal
Source/Mine Candidates
Can Create Groups or
Pages
Advertise openings
Estimate Unique Monthly
Visitors
900 mil 120 mil 310 mil 250 mil

42. • “The use of sites such as LinkedIn and Facebook can provide
a valuable tool for identifying good candidates by searching for
specific qualifications, panelists told the Commission. But the
improper use of information obtained from such sites may be
discriminatory since most individuals' race, gender, general
age and possibly ethnicity can be discerned from information
on these sites.”
http://www.eeoc.gov/eeoc/newsroom/release/3-12-14.cfm

43. http://www.dol.gov/ofccp/regs/compliance/faqs/iappfaqs.ht
m

44. The Department of Labor, Office of Federal
Contract Compliance Programs (OFCCP), enforces
Executive Order (E.O.)11246 that prohibits
employment discrimination by most government
contractors and imposes affirmative action
obligations. E.O. 11246 includes significant
recordkeeping requirements relevant to affirmative
action. Information on the OFCCP's rules, including
the recordkeeping requirements, can be found at
www.dol.gov/dol/allcfr/ESA/Title_41/Chapter_60.htm.

45. An “Internet Applicant” is an individual who satisfies all four
of the following criteria:
The individual submitted an expression of interest in
employment through the Internet or related electronic
data technologies;
The contractor considered the individual for employment
in a particular position;
The individual's expression of interest indicated that the
individual possesses the basic qualifications for the
position; and
The individual, at no point in the contractor's selection
process prior to receiving an offer of employment from
the contractor, removed himself or herself from further
consideration or otherwise indicated that he/she was no

46. University of Iowa: Social Media Use on the Internet
Best Practice Guidelines in Using Social Media
When planning for any communication, you typically need to
consider:
What group am I trying to reach?
Which media work best to connect with that group?
What is the purpose and focus of the message?
What information supports my message?
How will I keep the information current and who will be responsible for the
communication?
How will I keep the information interesting to connect with my audience?
How will I respond to those who connect with me?
How will I want to control the use/dissemination of the message?
http://www.uiowa.edu/hr/administration/social_media.html

47. • RESOURCES
• http://www.uiowa.edu/hr/administration/social_media.html
• http://policy.ucop.edu/doc/4000582/SocialMediaRecruiting
• http://www.dol.gov/ofccp/regs/compliance/faqs/iappfaqs.htm
• www.dol.gov/dol/allcfr/ESA/Title_41/Chapter_60.htm.
• http://www.eeoc.gov/eeoc/newsroom/release/3-12-14.cfm
• http://web.vanderbilt.edu/resources/social-media-handbook/
• http://www.adph.org/ruralhealth/assets/socialmediatoolkit.pdf