In much the same manner as the advent of e-mail required employers to reevaluate and reconsider internal policies, the recent proliferation of social networking sites – for both personal and professional use – has required employers to re-think their internet usage and e-mail policies. The worldwide web has provided employers, both large and small, access to a whole new world of information about candidates and applicants for employment. Simultaneously, the Internet provides employees with multiple avenues to engage in personal business on company time (or a company account), as well as enabling both employees and third parties (including customers or vendors) an unprecedented opportunity to comment in “real time” their thoughts about a company’s employees, officers, products and services.
As human resources departments focus more on ensuring that a potential employee is a fit – not only for the standard qualifications of a position, but also with the corporate culture of a company – recruiters and hiring managers may be tempted to “surf the net” in hopes of locating information about potential new hires. While using the Internet as a hiring tool is tempting, a...
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