Employee recruiting and Facebook - tips for human resource services
Many employers go to Facebook to find information about applicants before making a hiring decision- up to 45 percent, according to Harris Interactive study for CareerBuilder.com and the results may not be so far off.
A study by the Journal of Applied Social Psychology showed that applicants' Facebook pages can give employers the same information - within 10 percent accuracy - as a standard personality test administered by HR, according to the Daily Nebraskan. However, certain information, such as perceived disability, health history and sexual orientation, which may be accessible on a person's Facebook page can put an employer in violation of state and local laws when screening applicants, reports California Employer Daily
There are three main pitfalls for employers that screen candidates based on social media - legal risks, the information isn't reliable and it doesn't relate to the job, attorney Eric Meyer told the source.
At least 30 states, including California, now have off-duty conduct laws that do not allow employers to use a job candidate's activities outside of work as a basis for employment decisions. To navigate these boundaries, employers can use a human resource outsourcing service that can adhere to hiring policies and find the best candidate for the position.
A study by the Journal of Applied Social Psychology showed that applicants' Facebook pages can give employers the same information - within 10 percent accuracy - as a standard personality test administered by HR, according to the Daily Nebraskan. However, certain information, such as perceived disability, health history and sexual orientation, which may be accessible on a person's Facebook page can put an employer in violation of state and local laws when screening applicants, reports California Employer Daily
There are three main pitfalls for employers that screen candidates based on social media - legal risks, the information isn't reliable and it doesn't relate to the job, attorney Eric Meyer told the source.
At least 30 states, including California, now have off-duty conduct laws that do not allow employers to use a job candidate's activities outside of work as a basis for employment decisions. To navigate these boundaries, employers can use a human resource outsourcing service that can adhere to hiring policies and find the best candidate for the position.
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