Snow Date: 1/19/11
Registration starts at 8:15 a.m. and the program runs from 8:30 a.m. – 10:00 a.m.
Cost: $10 for BRBA Members / $20 for non-members (Join Online)
With a few clicks of a button, your job opening, via a social networking website, can reach thousands of active and passive job seekers. In fact, utilizing social media as a recruitment tool is an effective and inexpensive way to promote job openings and expand the pool of potentially qualified applicants. Social media is also an easy way to check into an applicant’s background since they are otherwise an unknown commodity.
Often times, individuals are lax in what they post on their profiles on social networking websites. In accessing an applicant’s profile as part of your hiring process, you can gain valuable insight into an applicant’s general character and traits, their judgment and any undesirable behavior. Looking into an applicant’s online profile, however, can spell trouble.
On social media websites, users often times post information about their religion, sexual orientation, age or other information, which you otherwise would not have access to in the hiring process. Accessing such information can increase your risk for a discrimination claim or claim that you have invaded that individual’s privacy.
Your Presenters: Join Daniel W. Morton-Bentley, Royal LLP, Michael Vann, a Principal with The Vann Group
