Bias occurs in all areas of our lives and is especially prevalent in hiring.  With decades of study and action to eliminate it, bias remains an issue that haunts HR and hiring professionals. Vanderbilt University defines unconscious bias as “prejudice or unsupported judgments in favor of or against one thing, person, or group as compared to another, in a way that is usually considered unfair.”  Many researchers think unconscious bias occurs automatically, as the name
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Social media usage continues to grow. New users and new applications are reported every year. In case you missed it Mark Zuckerberg, Facebook CEO, posted this announcement on their platform about achieving 2 Billion users.  To put that into perspective, that is six times the population of the US. And there are also new stories of past online behavior that has been exposed and resulting in trouble for the poster.  Take for example the case
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Facebook and Twitter usage now span a decade.  You only have to watch the nightly news to see quotes from a Tweet, Instagram or Facebook post.  Social media usage is now the norm; Pew Research reports that nearly 7 of 10 Americans saying they use social media.  It’s far more uncommon to encounter someone who does not use social media than that does. As social media applications become more sophisticated over time, so did the
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Social media analysis of prospective hires has always been a challenge.   Those interested in vetting a candidates’ social media history resorted to hours of manual effort.  The visual review of social media posts and pictures can lead to errors and potentially, bias.  The team at Higher Education Leadership Search new there had to be a way to automate and improve this process. And that’s the genesis of Social Media 23. Read how the folks at
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Social media history of candidates and employees is a subject that has received heightened attention in the past few years. Lots of questions have been discussed, decided, and decried. Is it reasonable to review a candidate’s social media history? How do you “unsee” something on social media that might influence your hiring decision? Is it legal to ask a candidate to for their social media credentials? Are all candidates and employees held accountable to the
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