The Need for Employees Who Think Like Hackers-Or Are Hackers

John Storts
Slide Show

Eight Steps to Leveraging Social Networks in Your Job Search

Eight steps to focus your online job search.

At this point, we've all heard about social media gaffes wreaking havoc on a person's career or job prospects. You've heard the tragi-comic stories about workers getting the axe--or being turned down for a job--due to poorly considered status updates, histrionic tweets and tagged photos depicting inappropriate behavior.


On the other side of the issue, we have the prospective employer. Social media sites like LinkedIn, Monster and CareerBuilder have given employers new ways to get to know candidates by providing details about what others have said about their work ethic and listing their occupational credentials. If I were the boss, I'd certainly want to know if any among my top picks had faked, trumped up or otherwise lied on their resumes.


But, beyond that, I'd need to exercise caution in the way I continued to research my candidates online. There are many factors that aren't legally allowed to influence the decision-making process, including age, race, sex and religious beliefs. In order to avoid learning something I don't want to know, I probably wouldn't want to go on any "fishing expeditions" beyond what the applicants have provided on professional websites tailored specifically to connect workers with employers. I would certainly want to establish policies and procedures to create consistent standards and minimize risk in the event that a hiring decision was called into question.


With these concerns in mind, IT Business Edge Governance and Risk blogger Lora Bentley created a handy "To Do" checklist that lays out six recommendations that hiring decision-makers should consider when screening job candidates' online information.

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