I am sitting in a session at HR Florida tate Conference and the session facilitator( who is an attorney by the way) states he sees nothing wrng with doing credit and background checks, including looking at social media, because it is an excellent tool to find out whether the candidate fits within the corporate culture. He added the caveat that you can not use it to discriminate against someone, but it increases the rate of quality of hires. Think about your own views and your organization's policies. Do you agree with his statements and if so why is it a best practices?
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