At first blush, using Google searches as part of an employee selection process appears to be a great idea. What could be easier than “Googling” an applicant’s name to see what the Internet yields about his/her prior employment and professional reputation? In 2009, Careerbuilder.com reported that about 45 percent of companies were turning to the Internet to screen candidates. The Personal Branding Blog predicts that, by 2012, close to 100 percent of companies will be doing so. Additionally, employers are wary of negligent hiring claims. Given that employers have a duty to hire “safe employees” and may face claims for failing to screen dangerous applicants, it is understandable that employers increasingly feel that Internet searches should have a role in the screening process.
Despite its attractions, using Internet search tools in hiring is fraught with danger for employers. While information found on the web is readily available and appears to be “public” in nature, employers risk violating various state and federal laws when considering web content in hiring.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]
