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If employers use MySpace, Facebook or LinkedIn for selecting candidates and making hiring decisions? Experts explain the dangers history

Social and professional networking sites have become very popular ways to connect with friends and colleagues. MySpace ™ has 73 million U.S. users, Facebook ™ has 36 million members in the U.S. and LinkedIn ™ has 17 million members.

As a result, social networking sites present a tempting source of information for employers. 60-70 percent of human resource managers are currently doing online background checks of potential candidates, often before that contact them for an initial interview.

But the selection of candidates by reading their online profiles presents numerous legal and ethical challenges companies, recruiters and hiring managers.

Employers who opt for these and other social networking sites like Twitter ™, you must be careful avoid getting and using information in a discriminatory manner. They should ensure that they agree and do not break privacy laws and ensure that the information obtained is correct.

The major social networking sites

* MySpace is a popular international social networking website offering an interactive network, User Submitted friends, personal profiles, blogs, groups, photos, music and videos for teenagers and adults. It is owned by Fox Interactive Media, which is owned News Corporation.

* Facebook was founded by Mark Zuckerberg while still a student at Harvard Univerity. Users can join networks organized by city school, workplace and region to connect and interact with others. Website membership was initially only available to Harvard students, but now has more than 80 million users worldwide asset.

* LinkedIn is a site mainly used for professional networking. The purpose of the site is to allow registered users to maintain a list of contact details of people they know and trust in business. People on the list are called Connections. Users may invite any person to become a connection.

Pitfalls of using social networking sites and professional selection of candidates for employment

Some employers may consider that they should take advantage of "free" information that is available on these sites. Before employers use information obtained from these sites have to take into account:

• The use of personal information
• Accessibility issues
• Accuracy of information
• Privacy compliance

It is important that hiring managers do not discriminate against a candidate because it includes something strange in one place social networking web. Many candidates send or share photos prying too much information about their religious and political beliefs, sexual preference, age, marital status or unusual hobbies in their profiles. However, it is illegal for employers to consider these factors when making its hiring decisions.

"Excuses" is another risk to avoid. Employers must not create a false identity in order to join a candidate network of friends and access your information. Furthermore, it is often to determine if you are reading the profile of the job seeker or someone with a similar name.

The best practice is to carry out a search Internet on a single candidate after a conditional offer of employment is made, and only if it is reported that he does a background check online.

The improper use of information on websites and social networking professionals include claims of discrimination and claims of invasion of privacy of applicants for employment.

A safer alternative

An accessible, safer to investigate potential employees, it is best to trust a professional pre-employment screening company. These companies offer employees screens accurate and unbiased information to:

• Employment
• Criminal History
• Driving Archives
• Drug Testing
• Social Security Number
• Compensation
• Licenses and Credentials
• Education
• Credit Profile

Any information on the background of the applicant should be handled in a legal and confidential. The reality is that human resources or a business owner does not have the time to eliminate the good from the bad information obtained through Website of social and professional networks. Even if they had the time, you might not know what information is allowed by law.

Social and Professional web sites networks can be useful for obtaining a better understanding of the identity of the applicant, but should not be trusted to make a sound hiring decision.

In order to prevent the violation of privacy and discrimination claims, experts recommend getting the assistance of an experienced and professional employment screening company.

About the Author

For a free report on “The Business Guide to Background Checks,” go to
http://www.accuscreen.com/freeguide.
Kevin Connell has 15 years experience as founder/CEO of Accu-Screen, Inc., which specializes in pre-employment background screening. Contact him at kevinconnell@accuscreen.com or 1-800-689-2228.

MySpace Has been a “Calamity for News Corp,” Michael Wolff