What processes should be used when checking social-networking sites for hiring purposes?
What will be an ideal response?
When it comes to checking social-networking sites like Facebook, legal experts advise the following:
1. Prohibit managers from conducting such checks on their own. Have HR professionals do them like all other background checks.
2. Conduct such checks only after you have interviewed an individual and determined that he or she is a viable candidate.
3. Ensure that all candidates are subject to the same social-media checks at the same point in the hiring process (e.g., among finalists for a position).
4. If you reject a candidate based on a social-media site search, document what you discovered and relied on.
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