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RALEIGH, N.C. –Talent and work force services firm is offering some free guidance about challenges and opportunities presented to employers through social networks.
In an eBook called “Social Networks and Employment Law,” author Lisa Harpe talks about compliance issues. Harpe is a member of the Peopleclick Research Institute.
To download the book,
The press release:
RALEIGH, N.C.- Peopleclick, Inc., the leading global provider of talent acquisition and workforce compliance and diversity solutions, announces today the release of the complimentary eBook, Social Networks and Employment Law. Dr. Lisa Harpe from the Peopleclick® Research Institute and author of the eBook, discusses the compliance regulations HR professionals encounter when using social and professional networking sites as part of their talent acquisition strategy.
As the popularity of social and professional networking rises, recruiters, organizations and candidates are using Web 2.0 technologies to gain insight into each other. However, there are several federal anti-discrimination regulations that must be considered when organizations utilize these sites for recruiting and hiring purposes. In the eBook, Dr. Harpe reviews how organizations can avoid disparate treatment and disparate impact claims when using social networks for recruiting.
“Facebook, LinkedIn and Twitter offer an excess of information about job seekers applying for any open requisition in the marketplace today,” said Dr. Lisa Harpe, PhD, Sr. Consultant and Industrial Organizational Psychologist at the Peopleclick Research Institute. “The novelty around these sites overshadows the fact that using these technologies for recruiting and hiring carries with it many legal obligations. Therefore, it is crucial to understand the laws and regulations behind using these sites in the talent acquisition process as employers utilize these networks to consider individuals for employment, verify employment data, evaluate qualifications or use an applicant’s leisure activities as a basis for making hiring decisions. All methods used to make employment decisions are considered selection procedures and subject to anti-discrimination regulations.”
As social networks gain momentum as a viable resource for candidates to job search and for organizations to connect with potential applicants, it is important to be aware of the consequences of using these technologies for sourcing, recruiting and hiring. By following the recommendations found in the Social Networks and Employment Law eBook, organizations can be confident they are using social networking as a part of their talent acquisition strategy without discrimination and in compliance with federal law.
