Aug. 26 – Adam Bartrom: Searching a job candidate’s social media: Risk v. reward | Columnists

Recently, I spoke to a group of HR professionals and business decision-makers on the use of social media in the hiring process. As usual, the thought of gathering social media information on an applicant to use in the hiring process gives some hiring managers a sense of hesitancy. Specifically, HR pros and other hiring managers wonder if they are gathering information in the proper way that maximizes reward and minimizes legal risk. My contention is that an applicant’s social media footprint can provide valuable insight and perspective on whether the applicant would be a good fit for your company. That is, so long as that information is collected in the right way.

It is important to understand that using social media in the hiring process is a risk v. reward proposal.

ADAM BARTROM is a partner in the Labor and Employment Department of Barnes & Thornburg LLP’s Fort Wayne office. He can be reached at [email protected] or 260-425-4629.

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