Avoiding Discrimination When Recruiting With Social Media Tools (HR Training)
Venue: Online Event
|Event Date/Time: Apr 16, 2012||End Date/Time: Apr 16, 2012|
There is a wealth of personal information available in a social media profile. Much of this information is the same kind of information that would be requested on a traditional job application. But social media profiles often contain information about protected class status; gender, race and age may be inferred from photographs, dates of birth may be displayed, and information about family members, relationship status and religious beliefs may be present. Having access to this kind of information can create the potential for intentional discrimination.
Additionally, relying exclusively on social media for recruiting may lead to unintentional discrimination. There are significant differences in the demographic characteristics of the typical social media user and the typical individual in the civilian labor force. These demographic differences can lead to certain groups being excluded from the recruiting process, thereby creating unintentional discrimination.
In this presentation, we discuss how to avoid these kinds of pitfalls and ease the fears associated with recruiting via social media.
- Understand the advantages of using social media in recruiting.
- Learn what kinds of candidate information is available in a social media profile.
- Understand the legal and practical concerns profile information can create.
- Understand how disparate treatment (intentional discrimination) can manifest.
- Understand how disparate impact (unintentional discrimination) can manifest.
- Learn how to safely and effectively use social media in a balanced recruiting strategy.