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71 Drake L. Rev. Discourse 101 (2021)

handle is hein.journals/dralours71 and id is 1 raw text is: SHOULD EMPLOYERS LIKE SOCIAL MEDIA
SCREENINGS? THE PROS AND CONS OF
SOCIAL MEDIA SCREENINGS IN HIRING
ABSTRACT
Social media is a dominating pervasive force in our society. Various
platform profiles contain a wide variety of information about users' personalities,
hobbies, and interests. Thus, people can learn a lot about each other through
social media. Employers, in particular, can learn much about job applicants by
screening their social media profiles to determine if they have the requisite
professional skills for the open position. Employers can also protect themselves
from potential liability by making sure their future hires do not pose a risk of
harming others. But failing to do so may subject employers to a negligent hiring
claim and civil damages.
This Note explores how employers can use social media screenings to vet
job applicants and insulate themselves from civil liability. It also discusses best
practices employers should use when screening applicants' social media profiles
to avoid potential privacy and discrimination claims.
TABLE OF CONTENTS
I. Introduction...........................................................................................102
II. Prevalence of Social Media Checks in Hiring Decisions..................102
A. Prevalence of Employers Using Social Media to Screen
Applicants.......................................................................................103
B. How Employers Use Social Media to Screen Applicants.........105
III. Negligent Hiring....................................................................................106
A. Foreseeability of the Risk .............................................................108
B. Using Background Checks to Screen Applicants.......................109
C. Is Social Media Screening More Reliable than Background
Checks?...........................................................................................111
IV. Dangers of Using Social Media for Applicant Screening.................112
A. Discrimination and Failure to Hire Claims.................................113
B. Policies Employers Should Follow When Screening
Applicants' Social Media Accounts.............................................114
V. Conclusion..............................................................................................115

101

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