Social networks build online communities of people interested in exploring shared interests and activities. But there is often more information available than it might be prudent to know. To stay in touch with current recruiting practices and how to handle potential problems regarding staff who are using these social networks, you need to recognize how these sites operate (i.e., LinkedIn®, MySpace, Facebook). Learning objectives:

• Explain the legal risks of relying on social networking sites to assess potential candidates and current employees
• Describe actions the firm can take regarding current employees
• Determine best practices in recruiting

Speaker:

Shelly L. Freeman, J.D., is an attorney and president of HROI, a human resources consulting firm in Kansas City, MO. Freeman is a frequent guest speaker on HR issues to a variety of organizations, including the American Bar Association Labor & Employment Section, The Kansas City Metropolitan Bar Association, Kansas Bar Association and The Missouri Bar. She is also a guest lecturer at the University of Kansas School of Law.





 

Legal Risks to Assessing Candidates by Social Network Sites

Shelly L. Freeman, J.D., is an attorney and president of HROI, a human resources consulting firm in Kansas City, MO. Freeman is a frequent guest speaker on HR issues to a variety of organizations, including the American Bar Association Labor & Employment Section, The Kansas City Metropolitan Bar Association, Kansas Bar Association and The Missouri Bar. She is also a guest lecturer at the University of Kansas School of Law.

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