Avoiding Discrimination When Recruiting With Social Media Tools

This 90-minute training on Online Recruiting will provide a comprehensive review of how to avoid intentional and unintentional discrimination when using social media tools for recruiting.
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.
Areas Covered in the Seminar:

* Conventional methods of job search and recruiting
* The advantages of using social media for recruiting.
* Kinds of candidate information available via social networking.
* Which pieces of information are prohibited by anti-discrimination laws.
* Legal issues raised by recruiting with social media.
* The theory of disparate treatment and how it can manifest when recruiting with social media.
* Mitigating the risk of disparate treatment through the use of a formal policy regarding the use of social media in recruiting.
* The theory of disparate impact and how it can manifest when recruiting with social media.
* Demographic characteristics of the typical social media user versus the demographics of the civilian labor force.
* The dangers of relying exclusively on social media for all recruiting efforts.
* Incorporation of social media into a comprehensive recruiting strategy.

* HR professionals
* Recruiters
* EEO and Compliance Officers
* Social Media Officers
* Any person with an interest in using social media for recruiting

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