Checking social media sites when hiring? Proceed with cautionLaw remains unclear and there’s the potential of running afoul of human rightsBy Rob Pickell03/28/2011|Canadian HR Reporter|Last Updated: 03/28/2011 The use of social media is rapidly growing at a time when issues related to privacy are under discussion in all areas of employment — especially background screening. For employers and hiring professionals keen to make the best possible talent selection, while protecting a company’s assets and reputation, it’s logical to assume they should gather as much information as possible about a job candidate.When candidates have conveniently put their information online and an HR person is already using Facebook, Twitter or LinkedIn to recruit, why not do a quick screening review of candidate information on social networking sites?The problem is the legal landscape regarding social media has barely begun to be explored. What is clear is there’s a trend toward increased protection of job applicant privacy when it comes to employment background screening. To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.