&amp;lt;!–:en–&amp;gt;EMPLOYERS NEED TO BE CAREFUL IF USING SOCIAL MEDIA TO SCREEN APPLICANTS FOR EMPLOYMENT&amp;lt;!–:–&amp;gt;&amp;lt;!–:ja–&amp;gt;採用時の求職者選考を目的とするソーシャルメディアの使用には雇用主は注意が必要。&amp;lt;!–:–&amp;gt;November 1, 2011
Employers run the risk of violating nondiscrimination laws if they peruse job applicants’ Facebook, LinkedIn, and Twitter profiles during the recruitment and hiring process, an attorney and a consultant said during two separate forums. The attorney advised against considering any information gleaned from social media that would not be requested on a company’s job application, especially where such information might relate to a candidate’s protected class status. Also, the consultant warned that reviewing applicant information on social media sites can trigger recordkeeping requirements under Title VII of the 1964 Civil Rights Act and Executive Order 11,246, which applies to federal contractors. 11.01.2011.