• ur mom

    Bottom Line: Don’t use social medai

  • http://twitter.com/HRwhale Timothy Koirtyohann

    There is nothing inherently wrong or illegal about using SM to review a candidate’s background. However, given the compliance exposures it might be helpful to at least allude to them.

  • http://twitter.com/Sarangbrahme Sarang Brahme

    On the other side I would say, why to restrict on to facebook / twitter? We can always research about candidates on their blogs, discussion forums and other places where it matters the most. Aren’t these places more relevant to us to understand their knowledge sharing, expertise and professional traits than creeping in their facebook windows to see what are they upto in their personal lives?

  • http://www.facebook.com/allison.a.kruse Allison A Kruse

    Very interesting article! What is written online is written in ink, so everyone should be mindful of what they say, because recruiters and sourcers who are good at what they do can review this content (like it or not). Thanks for sharing.