It seems common-sense enough: using someone’s online profile as a screen for potential employment. After all, if the information is public, what’s the harm? But a recent Star Tribune article, “HR and Facebook: It’s complicated,” discusses employers coming dangerous close to violating anti-discrimination laws if they use what they find to deny employment to someone. While discrimination by race, gender, or religion is clearly illegal, other legal activities like drinking or union organizing should not enter into the decision-making process, even though they may be “undesirable.” Some companies use a third party to obtain information legally about the candidates. Still, social savvy job seekers: be careful what you leave visible online. Consider a personal and professional Facebook page, or use LinkedIn exclusively for professional contacts. In the age of social media, companies need to tactfully sift through the information legally, while employees should keep the personal online profiles private.

Sam Hartman, Feb. 21, 2010

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