In addition to that, there is always the complication posed by common
names. Case in point: my brother was evidently bored one day and decided
to Google my name. He discovered that there are quite a number of people
who share my name -- including a realtors, a dancer, a graphic design
artist, and (most memorably), a stunt woman and actress who has worked in
movies such as "Bikini Bandits go to Hell".
Now, while this example is a bit extreme -- I doubt that anyone would
mistake me for a "bikini bandit" -- more subtle forms of confusion among
people with the same or similar names could easily occur. And while most
librarians are careful about provenance and the authenticity of
information, it still isn't hard to imagine someone being credited with
involvement in their namesake's controversial hobby, committee or project
-- especially if other information (such as geographical location) also
seems to overlap.
"Karen Mahnk" <kmahnk@gmail.com>
Sent by: owner-law-lib@ucdavis.edu
07/31/2008 06:54 PM
To
"Hill, Byron C." <BHill@bowditch.com>
cc
law-lib@ucdavis.edu
Subject
[LAW-LIB:56253] Re: Researching background information on job applicants
...
Hi Byron;
Using general Internet places such as Facebook, etc. are good "getting to
know you" adjunct tools for obtaining very, "lite" information about an
individual, such as what organizations the subject may be a member
of(hobbies, etc.). I stress may* because much of this sort of data is
often unconfirmed and not always accurate - pparticularly so for common
named subjects but also for data found on unique named individuals in this
age of cyber-revenge, as well as attempts at anonymity.
All internet data should be confirmed with original "official"
supporting, quality data. For example, if a blog named an individual as
ie. having been arrested, that could be confirmed with first hand sources
such as local clerk records.
I have had great success using Internet sources that were very good
"leads" /or starting points for finding more confirmed data.
However, I would think relying on any unofficial, Internet sources -
especially negative issues, *could be a potential liability if it was
found that an employer used the Internet as standard practice to screen
applicants in any way.
Karen Mahnk,
Reference Librarian
Lake Park Public Library
529 Park Avenue
Lake Park, Fl., 33403
561 881-3330 Fax: 561881-3336
kmahnk@lakeparkflorida.gov
www.lakepark-fl.gov
On Thu, Jul 31, 2008 at 12:00 PM, Hill, Byron C. <BHill@bowditch.com>
wrote:
I am seeking suggestions, advice, warnings, etc. on using Internet
sites to search for information on job applicants. While we would
continue to use a third-party service to do in-depth background checks
when advisable, I'm wondering if searches of Google, Facebook, MySpace,
etc. are being used as hiring tools. I understand the shortcomings of
all these sites, but would be interested in hearing anyone's experiences
and suggestions. Thank you.
Byron
Byron Hill, Librarian
Bowditch & Dewey, LLP
Worcester - Framingham - Boston, MA
TEL: 508-926-3331
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