Webinar: Social Media And Your Candidate: What To Know Before You Google

This session will discuss considerations for using social media in hiring the right way, whether you conduct it in-house or outsource it or use it at all.

In a COVID-19 and Post-COVID-19 world, more people are working from home, with easier access to social media and an increased need for interaction and collaboration, even if that interaction is done virtually. Social media has become the fastest and easiest way to participate in social networking and/or share content.

Searching social media reveals a number of red flags that may not necessarily show up on a traditional criminal background check such as intolerance, discriminatory behavior, potentially violent conduct or sexually explicit material.

Social Media search providers also provide a host of benefits including redacting protected class information and using filters to flag certain behaviors to allow employers to focus on only relevant business-related online behavior.

When it comes time to use the information, a series of National Labor Relations Board (NLRB) cases have highlighted what employers should do if they are going to use Social Media as part of a hiring practice.

Attendees should come away from this presentation armed with a better understanding of using social media in hiring including whether this is a screening tool they want to conduct in house or outsource based on what is available from vendors or if at all. Attendees should also have a general sense of what categories of information can be used in relevant to hiring an employee. Lastly, attendees should have a better sense of how vendors are approaching social media searches to provide filtered and compliant reports.



Kellie O'Shea

General Counsel

CSI, Inc

Kellie O’Shea is the General Counsel at Creative Services, Inc. (CSI), a global employment screening and security consulting firm. Kellie is certified as a Professional in Human Resources (PHR) and holds a Juris Doctor from the University of Massachusetts School of Law at Dartmouth where she concentrated in employment law. She holds an Advanced Certification in the Fair Credit Reporting Act (FCRA) by the Professional Background Screening Association and is a certified analyst in the Predictive Index® (PI®) behavioral assessment suite. Kellie is a member of the Massachusetts Bar, United States Federal Court-District of Massachusetts Bar as well as a member of the Bar of the Supreme Court of the United States.

 

With 20 years of experience in background screening, Kellie is a proven professional that delivers innovative thinking and organizational excellence in the areas of employment screening and compliance. She is actively involved in both the Human Resource and background screening industry and participates in many industry associations. Kellie has spoken on numerous human resource topics over the past decade. As a subject matter expert, Kellie provides educational sessions and webinars for associations and organizations and has been quoted as an expert in many industry and trade journals and articles and has also published several articles on Human Resource topics including social media in hiring and firing.

Bianca Lager

General Manager

Fama Technologies

Bianca Lager is the General Manager at Fama Technologies, focusing on go-to-market business analysis and strategic planning. She is the former President of Social Intelligence, the pioneer of the social media background screening industry which was acquired by Fama in early 2023. Bianca is also a LinkedIn Learning Instructor, providing e-learning tools on online reputation and personal career growth. 

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Social Media And Your Candidate: What To Know Before You Google
09/26/2023 at 12:00 PM (EDT)  |  Recorded On: 09/29/2023
09/26/2023 at 12:00 PM (EDT)  |  Recorded On: 09/29/2023 This session will discuss considerations for using social media in hiring the right way, whether you conduct it in-house or outsource it or use it at all. In a COVID-19 and Post-COVID-19 world, more people are working from home, with easier access to social media and an increased need for interaction and collaboration, even if that interaction is done virtually. Social media has become the fastest and easiest way to participate in social networking and/or share content. Searching social media reveals a number of red flags that may not necessarily show up on a traditional criminal background check such as intolerance, discriminatory behavior, potentially violent conduct or sexually explicit material. Social Media search providers also provide a host of benefits including redacting protected class information and using filters to flag certain behaviors to allow employers to focus on only relevant business-related online behavior. When it comes time to use the information, a series of National Labor Relations Board (NLRB) cases have highlighted what employers should do if they are going to use Social Media as part of a hiring practice. Attendees should come away from this presentation armed with a better understanding of using social media in hiring including whether this is a screening tool they want to conduct in house or outsource based on what is available from vendors or if at all. Attendees should also have a general sense of what categories of information can be used in relevant to hiring an employee. Lastly, attendees should have a better sense of how vendors are approaching social media searches to provide filtered and compliant reports.
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Social Media And Your Candidate: What To Know Before You Google
6 Questions
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SHRM & HRCI Credits & Certificate
1.00 SHRM & HRCI credit  |  Certificate available
1.00 SHRM & HRCI credit  |  Certificate available
You must register to access.