Recruiting: Risk-Averse Or Just CYA?

Twitter’s a great recruiting tool. No wait, it’s terrible one. You could get suuuuued.

Well, okay, you could get sued for recruiting on Twitter if doing so leaves you with a homogenous applicant pool and a discrimination lawsuit.

But Kris Dunn at Fistful of Talent has a problem with articles about the legal implications of new recruiting tools.

He writes:

“Employment law ‘experts’…scare, intimidate and generally freeze the average HR person from adopting tools that can help them do their jobs better, get more respect and generally free themselves from the stereotype that they’re nothing more than advanced secretaries paid to say ‘no’.

“There’s still a sizable percentage of HR pros out there who are risk adverse to their own detriment, and slow on the uptake to use new tools, especially those involving technology. So, they read something like this and it reinforces the laziness at times, with the rationalization going something like this: ‘Hey, I’ve read several places that I can get sued for using those tools’.

“So they keep posting to Monster for their recruiting needs and never develop connections in their geographic or professional communities of interest that would help them exceed the expectation of those they serve. They refuse to google candidates, and apart from the protected identifiers outlined above, they miss all the signs that someone is fantastic (or a freak), which means the talent they do get is average.

“PS – your CEO wants you to google candidates. He doesn’t like freaks.”

Last we checked, nobody was throwing out all resume-gathering methods except for Twitter. Tools are tools, and if you use them poorly, yeah, you’re setting yourself up for trouble (and a lawsuit). But use them wisely and you can do your job even better.

That’s the impression we’re getting anyway. Sound right to you?