- Products
- Products Overview
- Enterprise Edition
- Orientation Management
- On-Boarding
- New Hire Orientation
- Employee Handbook
- Benefit Administration
- Disability Accommodation Management
- On the Job Management
- Harassment and Discrimination
- Wage & Hour Management
- Performance Management
- Time-Off Management
- Termination Management
- Discipline
- Termination
- Exit Interviews
- Turnover Prevention
- Professional Edition
- Compli's Enterprise Edition-Automotive
- Compli's Enterprise Edition-Trucking
- Compli CSA
- Compli Recruit™
- Sales, Finance and Insurance Compliance Module
- Compliance, Safety, Accountability (CSA) and Risk
- Environmental, Health and Safety Compliance Module
- Compli Counsel™
- Compli Integrations
- View a Demo
- Solutions
- Industries
- Services
- Library
- Events
- About
- Blog
- Customer Login
How to Use Social Media in Hiring Practices
ARTICLES+ SEE ALL ARTICLES
Article: How to Use Social Media in Hiring Practices
Article Date: Thursday, April 7, 2011
Author: Compli
Article Source: Dealer Digest Daily
How to Use Social Media in Hiring Practices
Today many employers use social networking sites when hiring to look for additional red flags that may exist in regard to candidates. Examples of red flags can include: attitudes and behaviors that do not mesh well with the dealership’s core values, misbehavior and/or those behaviors that pose potential liabilities for the employer. While this is a great way to get a more complete picture of potential employees, some risks exist that may outweigh the benefits.
Getting More Candidate Info May Involve Risks:
• By using social media to research candidates, employers are getting more information than they would be getting in a normal job application, including: race, religion, disability, sexual orientation and other protected categories.
Costs can outweigh benefits:
• When researching potential hires on social media sites, employers no longer have the important defense for failure to hire. Therefore, if an applicant claims they were not hired because of race, religion, etc… the employer can no longer claim ignorance of that protected characteristic and will need to find another basis to defend themselves against the claim.
• Employers can use LinkedIn as a tool to research candidates; however they could be getting information that is fabricated and unreliable.
Steps to Take When Using Social Media in Hiring:
• If searches using social media reveal information that played a part in not hiring a candidate, keep a copy of all of your search information.
• Consider giving the candidate an opportunity to address the information that has you concerned.
• Be consistent. If you check up on any candidates via social media, check up on all candidates.
Lon Leneve is President & CEO of Compli. For more information on hiring practices, and ramping back up, view a recording of Compli’s “Ramping Back Up: How to Focus on Recruits and Avoid the Next Lawsuit Webinar,” Click here to view now.
-
more