1.

Cite at least 5 different legal risks connected using the Social Media Platform in
hiring decisions and cite some examples each.

- Invasion of privacy - Monitoring employees' or candidates' social media activity

without their consent or in violation of their privacy settings may constitute an
invasion of privacy. For example, if an employer covertly monitors a candidate's
private social media posts without their knowledge or consent, it could infringe
upon their privacy rights and lead to legal claims
- Negligent Hiring Claims - Employers may face negligent hiring claims if they fail
to adequately screen candidates' social media profiles for red flags indicating
potential risks, such as criminal activity or violent behavior. For instance, if an
employer hires a candidate without checking their social media history, which
contains evidence of past criminal behavior, and the employee subsequently
harms a coworker, the employer could be held liable for negligent hiring.
- Impersonation and Fake Accounts - Mistakenly relying on social media profiles
that are impersonating candidates or are fake can lead to hiring decisions based
on false information. For instance, if a recruiter unknowingly screens a
candidate's fake social media profile containing fabricated qualifications and
makes a hiring decision based on that information, it could result in hiring an
unqualified candidate and legal repercussions.
- Unfair Competition: Using social media to gather competitive intelligence about
rival companies or poach their employees may lead to allegations of unfair
competition. For example, if an employer uses deceptive tactics on social media
to lure employees away from a competitor, it could result in legal claims alleging
unfair business practices.
- Data Retention Compliance - Employers must comply with data retention laws
when storing and retaining candidates' social media information obtained during
the hiring process. For example, if an employer retains candidates' social media
 profiles beyond the necessary period for making hiring decisions without proper
justification, it could violate data retention laws and lead to legal consequences.

2. If you are an HR Manager, how would you reduce or zero in risks connected in using
Social Media a a means of recruiting and hiring employees? Explain with an example.

- The best strategy for this would be to follow the policies and regulations that
pertain to the use of social media. We must always be mindful and think before
we click in order to avoid any form of issues that could appear. Furthermore,
thoroughly screening the applicants and double checking their legitimacy is
another way to avoid risks and dangers regarding the use of social media as a
means of recruiting and hiring.

3. In support to Questions # 2, cite your strategy or course of action, and give a brief
description on how this strategy shall reduce or zero in that risks.

- Read the policies and laws regarding the use of social media. Implement the said
rules during the recruitment and hiring process. Know what you want in a
candidate. When looking for an applicant, always check for any red flags about
the candidates, however, do not disregard the green flags as well. This method
will help decrease risk of breaking any policies and at the dame time increase
probability of hiring high quality applicants.

4. These days, when the hiring manager says, “tell me about yourself” she probably
knows more about you than you think. Explain this context.

- As managers, they are tasked to oversee the company most especially the
employees along with the culture and psychological safety of the company. Thus,
they are tasked to rigorously and avidly learn about the application aiming to get
a position within the company. This is so that they can fully protect the company
from any dangers that might hamper its productivity and growth.
5. What are the implications of having a social media account in the recruitment and
hiring process.

- Candidate Screening Automation - Employers may leverage social media

screening tools and technologies to streamline candidate screening processes
and identify potential red flags or risks associated with candidates' online
behavior. Automated screening algorithms can analyze large volumes of social
media data to identify patterns and trends relevant to hiring decisions.
- Online Reputation Management - Candidates must actively manage their online
reputation and ensure that their social media profiles align with their professional
image. Consistently sharing relevant content, engaging with industry peers, and
maintaining a positive online presence can enhance candidates' credibility and
attractiveness to employers.
- Networking Opportunities - Social media platforms serve as networking tools for
candidates to connect with industry professionals, recruiters, and potential
employers. Engaging in professional networking on platforms like LinkedIn can
lead to job opportunities and career advancement.
- Digital Footprint - Candidates' social media activity leaves a digital footprint that
can be accessed by employers during the hiring process. This digital trail may
include posts, comments, photos, and interactions that provide insights into the
candidate's character, interests, and behavior
- Professional Image - Candidates with active social media profiles may increase
their visibility to recruiters and potential employers. However, the content shared
on these profiles can shape employers'