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Q&A On Using Social Networks For Background Screening

January 26, 2010 By Chris Miller

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I found an excellent Q&A regarding employee background screening on Human Resource Executive Online.

Question:

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?

Answer:

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.

Related Posts From FYI Screening:

  • 4 Tips On How To Use Social Networks For Employee Screening
  • Employee Screening Through Social Networks
  • 5 Legal Reasons Why Your Company Should Have a Social Networking Policy
  • Twitter and Employment Law Issues
  • The Pros & Cons of Googling Candidates

Photo Credit: webtreats

Filed Under: 2008 Best Employee Screening Posts, 2009 Best Employee Screening Posts, 2010 Best Employee Screening Posts, 2011 Best Employee Screening Posts, Background Checks, employment background checks, Job Search, Legal Compliance, Sex Offenders, Social Networks Tagged With: FCRA, Legal Compliance, Social Networks

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