Peopleclick Releases Complimentary eBook on Maintaining Compliance
While Using Social Networks for Recruiting
This eBook Discusses the Use of Social Networks and Employment Law
RALEIGH, N.C.--(BUSINESS WIRE)--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. Click
here to download the complimentary eBook from Peopleclick®.
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.
To learn more about Peopleclick
and the Peopleclick
Research Institute, visit www.peopleclick.com
or call 877-820-4400.
About Peopleclick
Peopleclick provides software and services that empower companies around
the world to find, attract and hire quality people–in less time, with
less risk. Peopleclick’s technology, consulting expertise and support
give companies the vision and flexibility to strategically manage all of
their talent resources–whether they are salaried, hourly or contingent.
Founded in 1997, the privately-held company currently serves over 2,000
clients in 214 countries and territories, including 54 of the Fortune
100. Peopleclick products support users in organizations ranging in size
from large, multi-national corporations to small and medium-sized
businesses. For more information about Peopleclick, visit www.peopleclick.com.