There is a lot of confusion and concern over the growing practice of reviewing job candidates’ social media activity during recruitment and selection. Targeted to social recruiting rookies (both individuals and employers), the latest SMinOrgs blog post provides an overview of how people’s digital activity can and should be considered during the hiring process. Questions and comments, especially from recruiting practitioners, are welcome. Here's a link:
This post was inspired by the feedback I received on my previous post entitled "Social Screening of Job Candidates: Focusing on the Facts," especially from Mark Hammer in GovLoop.