As this article highlights, new technologies can heighten the already very real risks employers potentially face when using social media as part of the hiring process. The new app described in the article permits an employee, such as a hiring manager, to view an estimate of a job applicant’s age when reviewing the applicant’s LinkedIn profile. As the article notes, just by using the app, even unintentionally, an employee responsible for some aspect of their employer’s hiring process can subject their employer to a potential age discrimination claim. Just one more reason employers, as we have advised in previous posts (see below), should be proactive in creating and defining policies, practices, and protocols, regarding the review of job applicants’ social media profiles and data, as well as training their employees to understand and follow these policies, practices, and protocols.
- Top Five Social Media Tips for Employers
- EEOC and NLRB Continue to Focus on Employers’ Use of Social Media
- EEOC Addresses Employers’ Use of Social Media in Hiring Decisions at Recent FTC Workshop
- To Monitor or Not To Monitor: Two Different Perspectives