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If employers are using MySpace, Facebook or LinkedIn for selecting candidates and making hiring decisions? Background Check Experts explains the dangers of
Social and professional networking sites has become a popular way to connect with friends and colleagues. MySpace ™ has 73 million U.S. users, Facebook ™ has 36 million members in the U.S. and LinkedIn ™ has 17 million members.
Consequently, sites Social networks present a tempting source of information for employers. 60-70 percent of hiring managers are doing online background checks on potential candidates, often before contacting them for an interview.
But the selection of candidates by reading their online profiles has many legal and ethical issues of companies, recruiters and hiring managers.
Employers who choose to use these and other social networking sites Twitter ™, you must be careful not to get, and use information in a discriminatory manner. They have to ensure they are compliant and do not violate privacy laws, and ensure that the information is correct.
The main social networking sites
* MySpace is a social networking site popular International offering an interactive network, by users of friends, personal profiles, blogs, groups, photos, music and videos for teenagers and adults. It is owned Fox Interactive Media, owned by News Corporation.
* Facebook was founded by Mark Zuckerberg then still a student at Harvard Univerity. Users can join networks organized by city, school, workplace and region to connect and interact with others. Website membership was initially only available to students Harvard, but now has more than 80 million active users worldwide.
* LinkedIn is a site mainly used for professional networking. The site's goal is to allow Registered users to maintain a contact list of people they know and trust in business. The people on the list are called Connections. Users can invite anyone to become a connection.
Dangers of using social networking sites and professional screen candidates
Some employers believe they should enjoy the "free" information that is available on these sites. Before employers use information obtained from these sites must take into account:
• The use of personal information
• Questions Accessibility
• Accuracy of information
• Privacy
It is important that procurement managers do not discriminate against a candidate because they understood something strange in a social network site. Many candidates see the photos too intrusive or share information about their religious beliefs and political preferences, sex, age, marital status or unusual work in their profiles. However, it is illegal for employers to consider these factors when making its hiring decisions.
"Excuses" is another danger to be avoided. Employers should not establish a false identity in order to meet friends "of a network of candidates and access your information. Furthermore, it is often difficult if you read the profile of the job seeker or someone with a similar name.
Best practice is to search the Internet on a single candidate, after a conditional offer employment is made, and that if you disclose that you are going to audit the story online.
The misuse of information in social networking sites and professional include the prosecution and discrimination claims invasion of privacy of applicants for employment.
A safer alternative
For a affordable and safe to move to screen potential employees, is preferable to an enterprise of a professional examination of pre-employment. These companies provide accurate and unbiased information screens for employees:
• Employment
• Criminal Records
Files • Conduct
• Drug Testing
• Social Security Number
• Workers Compensation
• Licensing and Audit powers
• Education
• The credit profile
Any information on the background of a candidate must be treated in a legal and confidential. The reality is that resources human or a business owner will not have time to remove it from the lack of information available on the websites of social and professional networks. Even if I had time they may not know what information is authorized by law.
Social and professional networking sites can be useful to have a better understanding of the applicant's identity but should not be relied upon to make a sound hiring decision.
To avoid violation of the confidentiality and complaints discrimination, experts recommend the assistance of an employment screening company qualified professionals.
About the Author
For a free report on “The Business Guide to Background Checks,” go to
http://www.accuscreen.com/freeguide.
Kevin Connell has 15 years experience as founder/CEO of Accu-Screen, Inc., which specializes in pre-employment background screening. Contact him at kevinconnell@accuscreen.com or 1-800-689-2228.
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