EmployeeScreenIQ Wrap Up: May 28, 2013
May 28, 2013
Last week was quite eventful for EmployeeScreenIQ–if you weren’t able to keep up with our blog, keep reading. We released a new article last Tuesday, “Screening Job Candidates via Social Media: Reckless Practice or Savvy Strategy?” This article not only details the legal risks involved in social media screening, but also reveals the 7 do’s and don’ts if you choose to screen candidates via social media. Download a complimentary copy today! In line with our article, we also announced our upcoming webinar, The Risks and Rewards of Screening Job Candidates Through Social Media , taking place next Tuesday, June 4th 2:00PM ET. Don’t miss out and register today! Since our last wrap up, we’ve posted a few blogs, including Stronger Background Checks for Federally Funded Child Care Centers. Check out our blog for more.
Today’s employers are faced with a growing dilemma: whether or not to use social media to screen job candidates. EmployeeScreenIQ’s latest article, “Screening Job Candidates via Social Media: Reckless Practice or Savvy Strategy?” takes on this timely topic and offers you invaluable insights into three key areas of legal risk that accompany the use of these sites. This article also features advice for employers who do want to use social media for screening candidates, to ensure you won’t find yourself or your company in legal trouble. Read More
With the recent release of our article, “Screening Job Candidates via Social Media: Reckless Practice or Savvy Strategy?” we’re excited to announce our upcoming webinar on the same topic, The Risks and Rewards of Screening Job Candidates Through Social Media on Tuesday, June 4, 2013 2:00 PM-3:00 PM EDT. Our dynamic panel includes, Geoff Andrews, COO of Social Intelligence, Lisa Kaye, Founder & CEO of greenlightjobs.com, and from EmployeeScreenIQ, Jason Morris, President & COO, Nick Fishman, Chief Marketing Officer and Angela Preston, VP of Compliance & General Counsel. Read More
No background check is created equal. If you haven’t heard this before, this simply means that there is no standard background check that will be sufficient for every job candidate or industry. It’s up to each company’s policy or hiring manager to determine if a candidate should have a criminal background check (and if that includes county, state, etc.), employment verification, education verification, etc. However, one industry in which this is especially complicated is education, and any organization that cares for children. Read More