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Social Media and the Hiring Process,[object Object],Dan MichalukApril 12, 2011,[object Object]
Social Media and the Hiring Process,[object Object],Background checks,[object Object],The yes/no decision,[object Object],Contracting hot points,[object Object],I can blog on my own time if I want!,[object Object],What do you mean my Facebooking isn’t work?!,[object Object],How – best practices,[object Object],You have a duty to back my lawsuit!,[object Object],What do you mean that was improper?,[object Object]
Social Media and Background Checks,[object Object],The yes/no decision,[object Object],Application of privacy legislation matters,[object Object],If it applies, you must meet the applicable standard for colleting personal information,[object Object],If not, weigh utility (a function of validity) versus cost and risk,[object Object]
Social Media and Background Checks,[object Object],The yes/no decision – privacy legislation,[object Object],Normal purpose – to confirm a candidate’s suitability for employment,[object Object],Collection must be reasonably necessary for this purpose,[object Object],To get a pass, you must,[object Object],Know the thing you are looking for,[object Object],The thing must generally speak to a conflict with a legitimate business interest (including corporate rep.) or job duties,[object Object],Conduct and record an up-front yes/no assessment on these criteria,[object Object]
Social Media and Background Checks,[object Object],Best practices – why important,[object Object],To comply with applicable privacy legislation,[object Object],To reduce the risk of a discrimination claim under human rights legislation,[object Object]
Social Media and Background Checks,[object Object]
Social Media and Background Checks,[object Object],Best practices,[object Object],Conduct as a true background check – i.e., at last stage in the hiring process.,[object Object],Define what you are looking for. Your criteria should be valid, objective and lawful.,[object Object],Have someone who is not a decision-maker conduct the search.,[object Object]
Social Media and Background Checks,[object Object],Best practices,[object Object],Keep a formal record of the search on the hiring file. ,[object Object],Confirm identity and other aspects of reports prior to relying on them.,[object Object],Retain the hiring file for 2 to 3 years post decision.,[object Object]
Social Media and Background Checks,[object Object],The consent/notification issue,[object Object],Employers may feel checks need to be done without notice to avoid manipulation,[object Object],This is a employee relations and a compliance issue,[object Object],“Publicly available information” exemptions in statute are broad – What is a “a publication”?,[object Object],Seek an opinion on the requirements of applicable privacy legislation,[object Object]
Social Media and the Employment Contract,[object Object],First, a contracting philosophy,[object Object],Contract to address “take away rights” and importantrisks,[object Object],Requiring adherence to properly incorporated policies and procedures is the baseline,[object Object],Deal with other risks expressly based on priority,[object Object],Long, complicated employment contracts are ineffective,[object Object]
Social Media and the Employment Contract,[object Object],“I can blog on my own time if I want!”,[object Object],Should you make the hire offer conditional?,[object Object],Take that blog down,[object Object],Expressly promise to follow these rules,[object Object],Incorporate conflict of interest policies (and review them in light of social media risk) and internet publication policies,[object Object],Establish a general rule and identify the interests you will protect ,[object Object],Safe and harassment free work environment, ,[object Object],Ability to perform job responsibilities,[object Object],Corporate reputation,[object Object]
Social Media and the Employment Contract,[object Object],“What do you mean my Facebooking isn’t work?!”,[object Object],Define the scope of responsibility or incorporate a job description by reference,[object Object],Establish rule – you must be specifically authorized to communicate on behalf of the company,[object Object],Establish rule – overtime must be authorized,[object Object],Establish rule – overtime must be reported ,[object Object],Review IP ownership regarding scope,[object Object]
Social Media and the Employment Contract,[object Object],“You have a duty to back my lawsuit!”,[object Object],Indemnification clauses typically fund defences and not claims, but check anyway,[object Object],Employers generally have no duty fund an action to vindicate (personal) reputation,[object Object],The duty to provide a safe and harassment free workplace is different,[object Object],Is this a subject for contract?,[object Object]
Social Media and the Employment Contract,[object Object],“What do you Mean that was Improper?”,[object Object],Social media invites conversations, which feel different to employees,[object Object],Employees need to know,[object Object],that publication is not a necessary condition for breach,[object Object],that a publication to friends is a publication,[object Object],A questionable issue to be managed through contract. Better to educate.,[object Object]
Social Media and the Hiring Process,[object Object],Dan MichalukApril 12, 2011,[object Object]

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Social media and the hiring process

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