Use of social media for screening job applicants

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There are potential costs to the use of social media for screening job applicants. For example, checking public profiles could easily reveal to a manager the religion, age, race, and o on of job candidates. This information could be used by the manager to screen applicants. Why is this a problem? Even if this type of information was not used to screen applicants, how could a manger, or company prove it?

Reference no: EM132212593

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