Using Social Media to Assist with Recruiting and HiringD_AS87
(see attachment first followed by link above)
1.Analyze the impact of reviewing the candidates’ Facebook and Twitter pages. Explain whether/how their postings affected your judgment about who should or should not be hired.
2.Analyze your concerns, including potential risks, as an HR recruiter in learning about the content of applicant’s social media public-facing content.
3.Consider a situation where one of the candidates who you did not pick files a discrimination charge and through the legal discovery process, your investigative file is found. Name one potential claim of discrimination that an unpicked candidate could file and why he or she may have a legitimate case against the bank.
4.Conclude by stating whether you feel that HR can legally utilize personal and/or professional social media pages of potential employees. Defend your answer. Then, state whether you think HR should ethically utilize public-facing social media content, especially for high level employees in an organization. Defend your answer.
- 11 days ago
- Read the Case Study titled “Barton Solvents – Static Spark Ignites Explosion inside Flammable Liquid Storage Tank”
- Solve the following quadratic equation by factoring
- Accounting Question Solved
- Microsoft Corporation's 2011 Annual Balance Sheet questions
- Hypothesis testing: z tests. Cereal is sold on the basis of weight, not volume.
- Given y = f(x) = x2 + 2x +3
- The Carolina Tobacco Company advertised that its best-selling nonfiltered cigarettes contain at most 40 mg of
- Consider the following set of data
- Accounting Standards
- Powerpoint - National School Lunch Program
- NOT RATED
You are the director of HR at New York City’s FirstBank and have been overseeing the process of recruiting candidates for a vice president position. Through an extensive process, 250 applicants have …a year ago