The Internet can be a valuable tool for hiring practices. For instance, if you are reviewing a candidate’s application for a job at your organization, you might use a search engine to check the person’s resume. It can save you a considerable amount of time.

Caution: There are certain legal risks associated with cyberspace searches. For instance, you might mistakenly rely on information about a different person with the same name. Or suppose that you uncover a photo of someone with a disability. Could you be hit with a discrimination lawsuit if you do not hire that person?

There are no absolute guarantees, but here are three suggestions for protecting yourself.

1. Make sure you have “Googled” the right person. If during the decision-making process you rely on information you discovered, give the job candidate an opportunity to confirm or deny it.
2. Handle searches consistently. Use the same process for all ranks of employees. Do not discriminate on the basis of gender, race, age, name or nationality or ethnicity.
3. Finally, if you are unsure of your legal position after conducting a search, contact an attorney.

At Lewis, Hooper & Dick, LLC, we offer comprehensive services in human resources. Please contact David Lunzmann at (620)275-9267.

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