In today’s ubiquitous social media environment, employers face tremendous risks when utilizing social media as part of the hiring process. Even the most stringent recruitment process can become infiltrated with discriminatory practices, whether it’s intentional or not. Human resources professionals continue to struggle with this. Do qualified candidates get passed over because of content on Facebook? Perhaps after an initial web search, a recruiter decides not to schedule an interview. Was this decision based on appearance? These fine lines can be easily blurred in the hiring process.

Researchers at North Carolina State University found that employers who screen the social media accounts of job applicants alienate potential employees – making it harder for them to attract top job candidates. In some cases, social media screening even increases the likelihood that job candidates may take legal action against the offending company.

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