Use of MySpace and Other Internet Sources for Employment Screening
More and more people are posting their personal information on the Internet leading to the question "Should employers use this information to pre-screen their employees?" Employers need to be very careful when considering what information to use when making a hiring decision and they need to make sure that they are consistent in the criteria they use when making a hiring decision. There are many issues and potential problems when considering the use of this information. Many applicants have common names and there is often no way to be sure the information you found on the Internet is for that applicant.
Often Internet web pages have pictures of the potential applicant leading to impressions of race, music, movies, books, tattoos and lifestyle impressions such as a picture showing the applicant holding up a beer, alcoholic beverage, cigarette, phrase on their shirt, etc. and the Internet may also reveal religious association, political association, disability association, lifestyle choices, animal rights associations, etc. all of which could lead to discriminatory hiring practices.
The big question is the relevance of the information to the position. Does any of the information determine whether the applicant can perform their duties or how well they will perform?
Employers need to have a set policy for the ways that they evaluate applicants. Consulting with an attorney is recommended when developing your hiring policy to ensure that you do not use tactics that cannot be executed consistently and fairly for all applicants.
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