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Live Webinar

90-minute live streaming program
  • August 28
  • 1:00 - 2:30 pm EST

Also available as:

OnDemand Webinar

Screening Applicants Using Social Networking Sites: Legal or Liability?

August 28

Utilizing social media to learn about potential employees can be an effective tool – make sure it doesn’t become a legal risk.

Employers and recruiters aren’t only using search engines to find information on applicants but are now examining social networking sites, such as Facebook®, LinkedIn® or Twitter® as well as blogs and other online sources. For job applicants, social networking site are places to interact with peers in any manner they choose. Entries on these sites are typically not meant for employers to view. Conversely, some job applicants feel they have been denied opportunities unfairly by employers or recruiters snooping on social websites, and viewing materials out of context or web entries meant just in fun for friends.

Learning Objectives

  • You will be able to explain why recruiters and employers have an interest in incorporating social networking sites in their process to screen applicants.
  • You will be able to define potential online tools for employers- search engines, social networking sites, blogs and chat rooms.
  • You will be able to describe the media that can source candidates.
  • You will be able to identify how web 2.0 has made it extremely easy for job applicants to create fake employment and education credentials.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Why the Sudden Interest by Recruiters and Employers in Using Social Networking Sites?
Potential Online Tools for Employers - Search Engines, Social Network Sites, Blogs and Chat Rooms
  • What Employers May Find Online and How
  • Why Recruiters Also Need to Be Concerned About the Legal Landmines of Using Social Media to Source Candidates
Media to Source Candidates
  • Why Court Cases Have Not yet Clarified What Employers and Recruiters Can and Cannot Do When Using Social Media for Hiring Decisions
  • The Key Differences Between a Social Media Policy for Hiring, and a Policy for Current Employees
How Web 2.0 Has Made It Extremely Easy for Job Applicants to Create Fake Employment and Education Credentials
Can a Background Screening Firm Do Online Social Media Searches for Employers Consistent With Federal Fair Credit Reporting Act (FCRA)
The Legal Landscape
  • The Use of Private Behavior for Employment Decisions
  • The TMI Problem - Too Much Information? EEOC and Discrimination Issues
  • Privacy in the Brave New Online World - Is Everything on the Web Fair Game?
  • What Is Real? Issues Concerning Identity and Authenticity
  • What Happened to Free Speech?
  • The Use of Third-Party Firm and the Federal Fair Credit Reporting Act
  • New State Laws Prohibiting Employers From Obtaining an Applicant's Online
Passwords
Where to Go From Here
  • Approaches for Employers, Recruiters and Job Applicants
  • Approaches for Online Sites and College Placement Offices
  • Using the Web to Investigate Current Employees - a New Legal Minefield
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Webinar

This course was last revised on January 18, 2016.

Call 1-866-352-9540 for further credit information.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Live Webinar Registration

  • AL CLE 1.5
     
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
     
  • AR CLE 1.5
     
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
     
  • Arizona CLE 1.5
     
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
     
  • CA MCLE 1.5
     
  • Lorman Business Center, Inc. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
     
  • CT CLE 1.5
     
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
     
  • GA CLE 1.5
     
  • This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.5 CLE hours.
     
  • HI CLE 1.5
     
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
     
  • IL CLE 1.5
     
  • This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
     
  • ME CLE 1.5
     
  • This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
     
  • MS CLE 1.5
     
  • This program has been approved by the Mississippi Commission on Continuing Legal Education for a maximum of 1.5 credit hours.
     
  • MT CLE 1.5
     
  • This program has been approved by the Montana Commission of Continuing Legal Education for a total of 1.5 CLE credits.
     
  • NH MCLE 1.5
     
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
     
  • NJ CLE 1.8
     
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
     
  • NV CLE 1.5
     
  • This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
     
  • PA CLE 1.5
     
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
     
  • RI CLE 1.5
     
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
     
  • TN CLE 1.5
     
  • This program has been approved as a distance learning format by the Tennessee Commission on Continuing Legal Education for a maximum of 1.5 hours of credit.
     
  • VT CLE 1.5
     
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
     
  • WA CLE 1.5
     
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
     
  • WI CLE 1.5
     
  • This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
     
  • WV MCLE 1.8
     
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
     
  • HR Certification Institute 1.5
     
  • This program has been approved for 1.5 recertification credit hours toward general recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Who should attend?

This live webinar is designed for human resource managers, personnel managers, recruiters, benefit and payroll professionals, business owners and managers, and attorneys.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Lester S. Rosen, Esq.

Lester S. Rosen, Esq.

Employment Screening Resources

  • Founder and CEO of Employment Screening Resources (ESR)
  • Practice emphasizes all aspects of background screening
  • Conducts regular seminars and workshops on background screening
  • Regular speaker and national and statewide HR Conferences
  • Author of The Safe Hiring Manual and The Safe Hiring Audit
  • Graduate, Phi Beta Kappa honors, UCLA; J.D. degree, University of California at Davis School of Law
  • Can be contacted at 888-999-4474, [email protected], https://twitter.com/esrcheck, or https://www.linkedin.com/in/lesterrosen/
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Product ID: 406049
Published 2016, 2019
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