Posted in: In this week's e-newsletter, Latest News and Views, Recruiting, Technology
Here’s the biggest problem: You can cross the line and not even know it. Using five crucial steps can keep you legal.
The steps come from the book Million Dollar Hire: Build Your Bottom Line, One Employee at a Time by David Jones, a business psychologist who’s served as an expert witness in employment-law cases. Here’s what he advises when using social media as a recruiting tool:
- Know what you’re looking for. Before you begin the hunt, lay out clearly the basic qualifications the job demands. Focus your technology on screening for just these factors. That’ll guide you and keep you from straying into areas unrelated to what you need.
- Be selective about what your Internet searches or social networking reviews capture. Pulling information off Facebook, Linkedin or other sites that’s outside what the job demands can lay the foundation for candidates’ claiming they were passed over because someone made a wrong interpretation about their personal lifestyle information.
- Consider the drawbacks of purchasing Internet-scraped information about candidates. Did you know that doing this makes you subject to the federal government’s Fair Credit Reporting Act in how you use the data?
- If you source candidates from the Internet, think about where you look. A plaintiff’s attorney can claim you selected sites where few minorities or women, for example, visit. This alone can produce an argument that you intentionally discriminated in your sourcing strategy.
- If vendors tells you, “Our recruiting and screening technology is legal,” get the details. Review your overall recruiting and hiring program to find potential pitfalls, too. There are new laws, regulations, and court decisions coming down all the time.