Recruiting & Hiring Blog for HR Professionals

The EEOC hearings on social media in the workplace have had our attention for weeks. The testimonies have helped us analyze the true meaning of "social media" as it pertains to HR and share key takeaways on social media recruiting.

But if there's anything else you should take away from the recent hearings, it's what not to do when recruiting with social media. Social media does give recruiters and hiring managers new ways to expand their applicant pool, but there are several reasons to take caution:

The recent EEOC hearings on social media in the workplace have the HR industry buzzing. Over the next few weeks, we’ll be sharing our analysis of the testimonies from these hearings and things you should take into consideration for social media recruiting. You can read the first post in this series here.

The EEOC knows social media is impacting the workplace. But does anyone know what “social media” really means and the rules surrounding how to and (how not to) do it?

In an attempt to shed some light on this rapidly changing area of HR, the EEOC held a public meeting on this matter in March 2014. Several expert panelists shared their thoughts, and you can find a link to the full information here.

Below are some of the key takeaways and social media issues every company should consider.

The recent EEOC hearings on social media in the workplace have the HR industry buzzing. Over the next few weeks, we’ll be sharing our analysis of the testimonies from these hearings and things you should take into consideration for social media recruiting.

Do you know what social media is? Most people think they do. As we already know, social media is only becoming a larger focus for HR and recruiting. But if the recent hearings held by the EEOC are any indication, there is nothing close to a clear definition of what “social media” actually means.