Abstract
Social Network usage in hiring practice is a valuable tool for employers to learn more about an applicant than what can be found on a resume or application. Social Network usage is controversial as it can provide a variety of information to an employer that could impact the hiring process. The responsibility falls on the employer to implement a Social Network screening policy to ensure proper usage of this hiring tool. In combination with current legislation and HR professional recommendations, employers have the resources they need to develop a successful Social Network screening policy.
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