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Web 2.0 Caution! Using Social Networking Sites and Search Engines to Recruit and Screen Applicants

Topic:
Web 2.0 Caution! Using Social Networking Sites and Search Engines to Recruit and Screen Applicants
Date:
February 27, 2012 at 3:00 - 4:00 PM ET
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Description
Employers and recruiters have discovered a treasure trove of information on potential job applicants by using social networking sites and search engines. However, the unrestricted use of Web 2.0 by employers, human resources professional or recruiter for hiring is not without substantial risks. Just because it is online does not mean it is true or can legally be used. This session will examine the pros and cons of utilizing online data, including what is available online, discrimination issues, the use of legal off-duty conduct, privacy, accuracy and authenticity. The use of these sites also has an impact on recruiters as well. Through case studies, legal decisions and reviewing web sites, Recruiters and HR professionals will see visually how these sites work, what you may find, and the potential legal landmines and practical risks involved. The season will deal with such issues as:

-Special risk factors for Recruiters looking for passive candidates;
--How to insulate yourself from allegations of failure to hire as a result of viewing impermissible information online, such as race, creed, color, ethnicity, sex, marital status, medical condition and similar factors;
--The dangers of utilizing off-duty conduct in recruiting and hiring decisions
-Whether everything on the web is fair game or if there are still privacy rights in the cyber world;
--Dealing with issues of authenticity and accuracy;
--The dangers of NOT doing web searches;
--The issues associated with doing web searches in-house or outsourcing to a background firm
--Best practices to follow if preforming social media checks in-house.

The session will also focus on strategies for getting what you need while minimizing potential complaints for discrimination or invasion of privacy. The session will also uncover how Web 2.0 is used fraudulently, such as fake degrees and phony references.
Who Should Participate
Recruiters, Human Resources professionals and employers from organizations of all sizes.
Extra Learning Material

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Recommended Resources
White paper at: http://www.esrcheck.com/wordpress/2011/10/04/white-paper-helps-employers-and-recruiters-manage-risks-of-using-internet-for-employment-screening-background-checks/
Categories
Staffing and Recruitment
Legal and Compliance - Managing Employer Risk
Workforce Planning and Analytics
Privacy
Privacy and Security
Social Media And Employee Communications
Quality of Hire
Online Staffing and Sourcing
What You Will Learn
• Learn why employers, human resources, and recruiters use search engines and social network sites to screen candidates. • Review what sites are available and what you may find • What are the risks in using these sites? • Isn’t everything on the web fair game since privacy is waived once someone places something on the Internet? • How do discrimination laws and rules concerning off-duty conduct apply? • Uncover best practices for employers, HR, recruiters and job applicant. • Learn how to deal with phony degrees and references from new online services.
Sponsored by
Employment Screening Resources (ESR)
Employment Screening Resources (ESR)
Employment Screening Resources (ESR) wrote the book on background checks with ‘The Safe Hiring Manual’ by Founder & CEO Attorney Les Rosen. ESR is accredited by The National Association of Professional Background Screeners (NAPBS).
Presented by
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speaker spacer
Les Rosen
Employment Screening Resources (ESR)

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Who is Eligible

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Documents

Feedback
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5 / 5
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5 / 5
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Rival Health
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Transurban (USA) Inc.
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Workday, Inc.
4 / 5
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Paychex, Inc.
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3 / 5
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4 / 5
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awesome 5 / 5
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Excellent presentation!!!! Thank you!!! 5 / 5
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Hard time hearing the speaker. 3 / 5
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Image of Jeanne Dalton Jeanne Dalton
Consultant
I recently (quite by accident) stumbled upon an article about a certain U.S. based company (a 3rd Party Admin for Background Checks) who lost a Class Action Suit for obtaining personal information and not allowing a 'response' from the Candidate. How can Recruiters/HR professionals find out if a 3rd Party has been involved in a Suit over illegal/unethical conduct? I participated in a Webinar conducted by this 3rd Party and asked about the Class Action Suit and of course they ignored my question 5 / 5
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