Comments on: How HR Professionals Analyze Your Facebook Profile

By: Damian Davila

Damian Davila — Thu, 05 May 2011 00:24:59 +0000

Aloha Larry,
Glad that you found the article useful. The conversation on the comment section is great so that is why I am always happy to share it.
Have a great day,
Damian

By: Larry Holden

Larry Holden — Wed, 04 May 2011 14:23:04 +0000

Damian:
Thank you for re-posting this Facebook/HR information–and the related back-and-forth discussion. There is great stuff here that brings new meaning to the phrase “Food for thought…”
Larry

By: Damian Davila

Damian Davila — Thu, 17 Mar 2011 00:46:07 +0000

Glad to help! If you have more questions or need resources, let me know.

By: Frithjof

Frithjof — Wed, 16 Mar 2011 18:05:45 +0000

Thank you for this insightful article and the helpful comments! I am preparing a Seminar on Social Networking for Job Seekers and am happy to find a good reference on how and why Hiring Managers use Facebook.
Frithjof

By: Social Media Managers

Social Media Managers — Sat, 05 Mar 2011 10:19:38 +0000

This is from HR pro’s perspective, opinion elites and the best next generation are online, the staff at your company you want to keep who are going to lead in the near future, and candidates you want to meet and hire they are already online now, or maybe soon. So you should be too!

By: Rosalie Peterson

Rosalie Peterson — Tue, 23 Mar 2010 02:09:18 +0000

I am hoping you would be interested in contributing your insights to my research (as a culminating research project for my graduate degree from University of La Verne) on Hiring Managers/Recruiters using social networking sites to screen prospective candidates. I’ve included the survey link below. I greatly apppreciate your time!

http://www.surveymonkey.com/s/hiring-managers_recruiters

Best regards,
Rosalie Peterson
graduate student ULV

By: Zadling

Zadling — Wed, 17 Mar 2010 20:34:46 +0000

It certainly is much easier to get a rejected based on your Facebook profile than it is to land a job due to it. However, when you graduate, you should make an effort to make your Facebook page more professional. Remove questionable content and add material aimed at professional goals.

By: Carol Bowser

Carol Bowser — Tue, 22 Sep 2009 18:57:38 +0000

While not an expert in FCRA, I can see why there is concern about social media and FRCA. Yes, it is good to be concerned about the potential impact of Fair Credit Reporting Act-it would be a VERY broad definition of a “Credit Reporting Agency” to include social media sites and, arguably, outside of the intended and stated scope of the act. See http://www.law.cornell.edu/uscode/15/1681.html for the definition of “Credit Reporting Agencies”

Additionally, unlike Credit Reporting Agencies, most of the Social Media content is published/created by the applicant and presumably with their consent and with the ability to correct. (Here is where we can talk about Tagged pictures again and the importance of controlling what is said about you).

That is just my take. What do others think?

By: damiandavilarojas

damiandavilarojas — Sun, 20 Sep 2009 23:58:03 +0000

Hello Tammi,

Thank you for your comment. Given your professional experience in HR, your feedback is very important when analyzing the use of Facebook by HR professionals. I completely agree with you in that the increased use of online social networks in all aspects of our lifes is blurring the line between our professional and private lifes.

I was wondering if you could provide more details about the FCRA implications of use of Facebook by HR professionals. It is something that lots of people are interested in learning more about.

As a marketing professional, it is hard for me not to find myself involved with companies that don’t have some form of online social network presence. However, I do have to admit that I have yet to encounter a company that has strict guidelines about how we portray ourselves online. On the other hand, I can tell you that there institutions that do have very strict guidelines about the interaction that they want on their Facebook groups or pages.

Thank you again for your comments and I look forward to learn more about the FCRA issues that come from HR professionals using Facebook to screen job applicants.

@idaconcpts
Damian Davila Rojas

By: tlcolson

tlcolson — Fri, 18 Sep 2009 20:18:13 +0000

As an HR Professional with 18yrs of recruiting and sourcing under my belt, I can tell you that I cannot stand this idea of “snooping” into facebook or myspace or twitter accounts.

I ask my colleagues who do this two questions:
Are we looking for perfect candidates?
How can we prove we didn’t hire the candidate because he’s (insert protected class here), or maybe he just had pictures of a gay/race related/religious affiliated/political/fundraiser for a debilitating disease event because his wife made him go.

Yes, its an FCRA issue – but its also an issue of I don’t WANT to know that much about my employees. Its bad enough that I get vivid description of symptoms when they’ve been out sick and hear about their lovers spats.

I run bg checks and drug screens. I have a random drug program in place (drivers and heavy equipment operators) That’s enough.

And I don’t “friend” my employees either.
And honestly, I don’t want to work for a company that checks those types of accounts. Frankly, its nobody’s business unless it impacts the business directly.

I know plenty of wild partiers who are completely capable of running multimillion dollar business, and I don’t need facebook to tell me they stay out til 3am with booze and men-not-their-husbands in a hot tub with a lampshade on their head.