This 90-minute training on Online Recruiting will provide a comprehensive review of how to avoid intentional and unintentional discrimination when using social media tools for recruiting.
Why Should You Attend:
There is a wealth of personal information available in a social media profile. Much of this information is the same kind of information that would be requested on a traditional job application. But social media profiles often contain information about protected class status; gender, race and age may be inferred from photographs, dates of birth may be displayed, and information about family members, relationship status and religious beliefs may be present. Having access to this kind of information can create the potential for intentional discrimination.
Additionally, relying exclusively on social media for recruiting may lead to unintentional discrimination. There are significant differences in the demographic characteristics of the typical social media user and the typical individual in the civilian labor force. These demographic differences can lead to certain groups being excluded from the recruiting process, thereby creating unintentional discrimination.
In this presentation, we discuss how to avoid these kinds of pitfalls and ease the fears associated with recruiting via social media.
Learning Objectives:
- Understand the advantages of using social media in recruiting.
- Learn what kinds of candidate information is available in a social media profile.
- Understand the legal and practical concerns profile information can create.
- Understand how disparate treatment (intentional discrimination) can manifest.
- Understand how disparate impact (unintentional discrimination) can manifest.
- Learn how to safely and effectively use social media in a balanced recruiting strategy.
Areas Covered in the Seminar:
- Conventional methods of job search and recruiting
- The advantages of using social media for recruiting.
- Kinds of candidate information available via social networking.
- Which pieces of information are prohibited by anti-discrimination laws.
- Legal issues raised by recruiting with social media.
- The theory of disparate treatment and how it can manifest when recruiting with social media.
- Mitigating the risk of disparate treatment through the use of a formal policy regarding the use of social media in recruiting.
- The theory of disparate impact and how it can manifest when recruiting with social media.
- Demographic characteristics of the typical social media user versus the demographics of the civilian labor force.
- The dangers of relying exclusively on social media for all recruiting efforts.
- Incorporation of social media into a comprehensive recruiting strategy.
Who will Benefit:
- HR professionals
- Recruiters
- EEO and Compliance Officers
- Social Media Officers
- Any person with an interest in using social media for recruiting
Instructor Profile:
Stephanie R. Thomas, Ph.D, is the founder of Thomas Econometrics. Dr. Thomas is a noted authority on compensation gender equity and the quantitative analysis of discrimination. She has authored numerous papers published in professional journals and regularly speaks to legal and industry groups on equal employment opportunity and affirmative action compliance issues and the statistical analysis of employment decisions. Dr. Thomas provides consulting services to Fortune 500 companies, privately held businesses and federal and state government agencies such as the Department of Justice and the FBI. She has testified as an economic and statistical expert in mediation, arbitration, and in federal and state courts throughout the United States. Prior to her consulting career, Dr. Thomas served on the faculty of New York University, where she taught courses on economic theory and econometrics.
