https://content.waldenu.edu/content/dam/laureate/laureate-academics/wal/ms-mhrm/mhrm-6301/week-06/MHRM6301_FictionalFacebookTwitterEmployeeInformation.pdf
(see attachment first followed by link above)
1.Analyze the impact of reviewing the candidates’ Facebook and Twitter pages. Explain whether/how their postings affected your judgment about who should or should not be hired.
2.Analyze your concerns, including potential risks, as an HR recruiter in learning about the content of applicant’s social media public-facing content.
3.Consider a situation where one of the candidates who you did not pick files a discrimination charge and through the legal discovery process, your investigative file is found. Name one potential claim of discrimination that an unpicked candidate could file and why he or she may have a legitimate case against the bank.
4.Conclude by stating whether you feel that HR can legally utilize personal and/or professional social media pages of potential employees. Defend your answer. Then, state whether you think HR should ethically utilize public-facing social media content, especially for high level employees in an organization. Defend your answer.
