I found an excellent Q&A regarding employee background screening on Human Resource Executive Online.
Can you provide the parameters for HR in the use of information discovered on the Web, such as Facebook, as it applies to job applicants?
Social networks and blogging sites can provide an inexpensive and easy way for employers to gather a plethora of information about potential job applicants. However, employers should think twice about using information found on social-networking sites to make employment decisions because the use of such information could lead to the potential risk of employer liability.
This is because these sites contain information about job applicants that employers would not be permitted to ask about during any job interview. Therefore, using, and in some cases, simply accessing these pages for employment purposes can result in violations of various anti-discrimination statutes, privacy laws, state “off-duty” conduct statutes, and federal and state Fair Credit Reporting Acts.
For the complete article click here.
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- 5 Legal Reasons Why Your Company Should Have a Social Networking Policy
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- The Pros & Cons of Googling Candidates
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