For hiring managers and human resources, being able to screen job applicants online sounds like a simple way to pare down the pile of potential employees. After all, it seems everyone has an online presence in some form. And using social media and other online accounts makes it easy to click through and find out more about people who are applying for jobs.
However, the downsides to this type of screening can be costly. Anyone conducting online screening must remember that certain types of data are considered to be in a protected class. Not to mention, many other legal issues could come back to bite you if you’re unfamiliar with human resource, state and industry laws concerning online screening.
But when performed properly, online screening can save time and give you a good look into a candidate’s potential for fitting into your company’s culture.
To find out what you should and shouldn’t consider when conducting online screening, our IT Download “Dos and Don’ts for Online Screening of Job Applicants” provides a list of good practices, including:
This isn’t an exhaustive list, so before you jump in and start digging online, be sure to thoroughly research all legal ramifications to the process in your jurisdictions or industry.