"Hiring: The Hidden Risks of Using Google, Facebook, MySpace, and Other Websites to Scope Out New and Prospective Hires; What You Need to Watch Out For"
retrieved here today -- (http://tr.subscribermail.com/cc.cfm?sendto=http%3A%2F%2Farchives%2Esubscribermail%2Ecom%2Fmsg%2F93247bcf75ff41609996e5ce4695fe78%2Ehtm&tempid=93247bcf75ff41609996e5ce4695fe78&mailid=4ea274610da34e909f4987e96237120b )
Just hours after you've faxed an offer letter to your top-choice candidate for that open supervisor position, you decide on a lark to Google his name - and you discover his personal website plastered with racy photos from his recent New Year's party.
Or, you receive an anonymous tip to visit the MySpace page of a brand-new employee, and you find screen after screen of negative rantings about how much she hates her job - including possibly defamatory comments about her boss and co-workers.
A little knowledge is a dangerous thing. Is it a good idea to surf the Web looking for information about your employees and applicants? And, if so, can you legally use what you find to hire (or fire) those workers?
In today's tech-savvy business world, those are tough questions. On the one hand, it's your job to pick the most qualified candidates to fill openings in your workplace. If you make a mistake using information pulled from the Internet, however, you could face legal problems ranging from discrimination and harassment claims to Fair Credit Reporting Act violations.
During this 90-minute audio conference on February 26, our expert will give you the legal pros and cons of relying upon online data when you screen potential and current employees - with a special emphasis on information found via Google, Facebook, MySpace, and other "social networking" sites. You'll learn when you can use these sites for HR purposes, how to gauge whether what you learn about your workers is true or false, and the types of online material you should never search for.
YOU'LL LEARN:
* The most common mistakes employers make when they check applicants and current employees on the Web
* Which online sites pose the greatest legal threats for employers when used for HR purposes
* When it's legal to use information found online to evaluate applicants and workers - and what types of online details you must never use or keep (no matter how damaging or relevant they may seem)
* How you can decide whether the information you've found online is accurate
* The steps you should take if an applicant or employee claims that your online searches constitute an illegal invasion of privacy
* When your Facebook, MySpace, or Google searches may cross the line into discrimination
* The red flags that you may have violated the Fair Credit Reporting Act hen surfing the Web to learn more about applicants or employees - and how to protect yourself
eh, what's up Doc? >pd/draft
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