How to Recruit & Hire
in the Social Media Era
"Researching candidates via social media has transformed from an emerging trend to a staple of online recruitment.”
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.
On Friday, April 15, 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:
- 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?
On April 15, 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:
- 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
Don't hire another employee until you (and your hiring managers) know the smart, safe way to use social media tools!
Pat DiDomenico, Editorial Director
P.S. Three Registration Bonuses. The first 100 people who register for this webinar will receive a recording of our previous webinar, The Wired Workplace: How to Set Policies—and Limit Liability—for Employees' Use of Smartphones, iPads and Social Media. It explains how you can enforce realistic rules for employees' use of computers and social media. You'll also receive our 68-page special report, Hire at Will, which helps you hire whoever you want without fear of huge jury verdicts. Finally, so you can keep up-to-date on all the legal trends related to hiring and social media, you'll receive five issues of the HR LAW WEEKLY newsletter.
P.P.S. We promise you'll be satisfied. If How to Recruit & Hire in the Social Media Era fails to meet your needs in any way, we will refund 100% of your tuition—no hassles, no questions asked. Your conference materials and registration bonuses are yours to keep.
CD Recording & Download: $197
Webinar, CD Recording & Download: $297
Since this is a webinar, you and your entire staff can attend in the comfort of your office or conference room for one low price! You may include as many people as you wish while listening on a single phone line or computer. Contact us for multi-site discounts.
About Your Speaker:
Anniken Davenport is a noted employment law attorney and the editor of the HR Specialist state employment law newsletter series. She has authored several books, including Bullet-Proof Your Employee Handbook and Overtime & Other Tricky Pay Issues, published by HR Specialist. She is the co-author of the upcoming Labor & Employment Law for the 21st Century by Prentice Hall. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College. Her legal career includes representing government units in discrimination and other employment law
cases and representing school districts in labor negotiations.
Early Registration Bonuses:
The Wired Workplace: How to Set Policies—and Limit Liability—for Employees' Use of Smartphones, iPads and Social Media. Technology has spiked employers' legal risks. This recorded webinar explains how you can establish and enforce realistic (and legal) limitations on employees' use of their own computers, tablets, smartphones, email, social media accounts and other forms of technology—whether they're used in the workplace, on the road or at home. Find out the concrete, legally safe steps that every employer should take.
Hire at Will. Your hiring practices are under scrutiny like never before. Laws and regulations have turned the hiring process into a bureaucratic nightmare rife with potential lawsuits. This 68-page special report is packed with advice and real-life examples to help you hire who you want without fear of huge jury verdicts. This $39.95 book is yours free when you attend this webinar.
HR Law Weekly. You'll also receive 5 issues of the HR LAW WEEKLY newsletter. Every Wednesday, our team of attorneys and HR pros reviews the latest cases and trends that may impact you. We'll also show you how to "lawsuit-proof” your HR practices—from FMLA compliance to training managers on hiring and firing the right way, and much more. To make sure you continue to benefit from this advice, we'll keep HR LAW WEEKLY coming for just $79/quarter until you tell us "no, thanks."
Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CPSM or SHRM-SCPSM. This event has been approved for 1.25 PDCs.
This event has been approved for 1.25 credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). "The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute's criteria to be pre-approved
for recertification credit."