Not the angle I would use but….

Jason Morris

This is a Canadian article so I will cut them a break, the FCRA is a U.S. law. We know that the practice of using sites like Facebook(R) and Myspace(R) for background checks is a gross violation of the FCRA. This article fails to argue that even without the FCRA it violates the common sense principle; How do you know its really your applicant that posted it? Section 607(b) of the FCRA requires “reasonable procedures to assure maximum possible accuracy” Utilizing this practice in the U.S. clearly violates this section.

Unfortunately, this practice is still on the rise and used by employers and recruiters across the globe. We can all debate the the ethics of it but quite simply, applicants should be careful about what they put out for public viewing.

Facebook background checks

Hold on partiers. With recruiters checking you out on Facebook, restraint may be in order

Derek Sankey, For the Calgary Herald

Social networking websites such as Facebook, MySpace, LinkedIn and blogs are emerging as one of the most commonly used tools by recruiters to conduct background checks and gain a sense of a job seeker’s character, say recruiters.

They achieved popularity among young people to keep in touch with friends and to share personal memories and information about themselves. For recruiters, the sites are being used for quite different purposes.

What started out as a simple practice of using search engines such as Google to find out about a potential candidate has now expanded to include a range of social networking sites and is becoming a common practice.

“It’s a lot more common than I think the prospective employees realize,” says Lynne Perry-Reid, a Calgary recruiter and co-founder of Corporate Connections.

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Jason Morris

President & Chief Operating Officer at EmployeeScreenIQ
A veteran screening and risk management professional, Jason Morris founded EmployeeScreenIQ in 1999 and acts as the company’s chief operating officer and president. Morris is a frequent speaker delivering captivating, interactive discussions on background checks, global screening, recruitment and staffing. He educates audiences in best practice initiatives as they relate to organizational employment screening programs. Morris has been quoted in numerous business and industry publications including The Wall Street Journal, MSNBC.com, USA Today, New York Times, among others. He is also a licensed private investigator in the states of Ohio, Illinois, New Jersey, Texas, Arizona and Nevada.
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