How To Recruit And Hire In The Social Media Era
“Researching candidates via social media has transformed from an emerging trend to a staple of online recruitment.” — CareerBuilder
Do you check out candidates’ profiles on Facebook, Twitter, and LinkedIn before you hire? Do you Google their names to see what comes up?
If not, you’re now in the minority. Last year was a tipping point in employers’ use of social media for recruiting and hiring. And while digital sleuthing can provide valuable insights, it will spark shocking legal risks if you’re not careful.
Discover the benefits, pitfalls, and best practices for using social media to identify and hire the best workers.
This new fast-paced webinar, How to Recruit & Hire in the Social Media Era, will help you use social media effectively and legally to hire smart and stay out of legal trouble.
You’ll get definitive, practical answers to the challenges you’re dealing with right now, including:
How to Recruit & Hire in the Social Media Era will teach you how to draft a social media policy for all employees to follow—one that minimizes your legal risk and maximizes your chance of finding and retaining the best worker. You’ll learn how to respond to common social media finds (for applicants and employees) such as:
- What’s the line between prudent due diligence and illegal invasion of privacy?
- Which social sites you should be using in your hiring outreach and why
- How to advertise openings via social media without triggering a lawsuit
- What you can and cannot do with candidate information you find online (based on actual court-case examples)
- The policies you need to make sure hiring managers aren’t doing their own unauthorized searches
- What the EEOC, DOL, NLRB and FCRA say you can and cannot do
- The difference between Facebook, Twitter, LinkedIn, Vine, Instagram, Blogger, etc.—and how to handle each one
- Which questions you can ask about online activities and which you shouldn’t
- What about current employees? Are their violent or racist postings mere “venting” … or warnings of workplace danger that you need to act on?
Don’t hire another employee until you (and your hiring managers) know the smart, safe way to use social media tools!
- Disclosure of criminal behavior
- Obvious disclosure of disability, race or other protected characteristics
- Offensive commentary that would violate your company standards (sexist, racist language and the like)
- Bad-mouthing present or past employers
|Licenses / Designations / Educational Credits:||PHR / SPHR Re-Certification Credits|
All US States: 1.25
|About The Provider:
||The HR Specialist family of products helps HR professionals quickly resolve their daily challenges. From state-specific employment law to compensation and benefits, our experts give you the HR advice you need to know.
Whether you're new to HR or an experienced pro - a department of one or 10 - you can trust the practical, plain-English advice from HR Specialist. We'll save you time and headaches by focusing on what you need to know, when you need to know it. That makes you the HR expert your company can rely on and gets you the recognition you deserve.
||Contact Us For More Information
||Share on Facebook
Share on Twitter
Share on Google+
|Currently Scheduled Dates For This Webcast|
|There currently are no scheduled dates for this webcast. Please click here to search for another course.||
How To Keep HR From Being The Employee Complaint Department
Rules And Requirements For Employee Expense Reimbursements
Garnishments, Child Support Orders, And Other Levies
Internal Investigations Certificate Program
Dress Code Policy Do′s and Don′ts
How To Deal With Employees Who Are Chronically Late Or Absent
Certificate Program In FMLA &ADA Compliance
Reasonable Or Unreasonable Accommodation? How To Identify Disabilities And Handle Employee Issues - Without Violating The ADA
Certificate Program For HR Generalists
Assertiveness Skills For HR Professionals
HRCI / SHRM 60 Hour Re-Certification Training Suite
IRS Rules For Travel Pay
Dealing with Difficult People
9 Ways To Spot, Handle, and Reduce Workers′ Comp Fraud
How To Use PTO To Reduce Absenteeism