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Going out on the proverbial legal ledge: using social media for applicant screening

behavioral research / conferences / social media research / blog
The growth and acceptance of social media sites across generations has been well-documented. Given the popularity of Facebook and Twitter and the unfiltered type and amount of information that individuals post about themselves, it is not surprising that some businesses view social media as a quick and inexpensive way to learn additional information about and potentially screen applicants (1). While businesses are hoping to get an unfiltered picture of their applicants, they might also be getting information unrelated to the job that could lead to illegal employment decisions. That is, U.S. Federal law prohibits businesses from making employment decisions that discriminate against individuals of certain protected classes: race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information (2). Businesses... more
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