linkedin for hr 5-7-15
Post on 03-Aug-2015
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Presented by Lisa Landry and James P. Harris
Lisa Landry has been in the marketing industry for more than 25 years. An early adopter of LinkedIn, she supports her clients in developing and implementing effective business-to-business social media strategies where LinkedIn plays a vital role. Lisa believes that the best customer is an educated customer and she enjoys sharing her knowledge about the wonderful world of LinkedIn with everyone who wants to be more LinkedIn-Savvy!
Phone: 603.792.0080 lisa@savvyworkshop.com linkedin.com/in/llandry@SavvyWorkshop
Lisa Landry, Founder, Savvy Workshop
About LinkedIn
Largest B2B with over 300,000,000 Members in over 200 Countries
For HR Professionals
Leveraging the Power of Your Network
Attracting the Best Candidates
Your Company Page
What is Your Employee Value Prop?
What is Your Employee Value Prop?
Leveraging Your Network with Keyword Search
Filter by Location, Industry, Experience
Using Groups to Find Candidates
Using LinkedIn Introduction to Find Candidates
Use LinkedIn to Evaluate Qualifications
Post Your Job
Creating a Job Posting
Creating a Job Posting
Creating a Job Posting
Sample Job Posting
LinkedIn Recruiter
Search for the Perfect Candidate
LinkedIn Talent Solutions
Contrasting Plans
LinkedIn Recruiter
Search by Job Title
Using LinkedIn Algo Rhythms to Find Candidates
Using LinkedIn InMail to Contact Candidates
Use Profile Notes
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Did you know that 60% of Professionals are open to job opportunities but are
not actively looking?
Finding Passive Candidates
Targeted Approach to finding the right candidates
LinkedIn Viewer Aware Career Pages
Tell Your Story with Career Pages
Advertise Your Position
Advertise Sample
Sponsor Your Job Postings
Employee Testimonials
Showcase Jobs On Your Company Page
Leveraging Recruiter
Evaluate Candidates
Targeted Searches
Saved Searches
Connecting with Candidates via InMail
Creating Templates
Managing To Do’s
Project Management Tools
Find Who’s Looking at You
Benefits of Recruiter
The View From Recruiter
James P. Harris, Sheehan Phinney Bass + Green
A member of our firm since 2002, J.P. represents clients across a wide variety of industries in civil litigation. His work includes the representation of both plaintiffs and defendants in complex litigation matters including general commercial disputes; trade secret, noncompetition and restrictive covenant litigation; employment cases; and construction actions. In his time with the firm, J.P. has represented businesses and individuals engaged in various aspects of the construction trade, media companies defending defamation claims, product manufacturers facing warranty claims, technology developers in business-to-business disputes and noncompetition litigation, victims of professional negligence, and many other types of businesses.
J.P. provides general legal advice to companies in several fields including medical and real estate sectors.
J.P. has developed expertise in records and data management policies and the management of electronically stored information. He has drafted records management policies implemented by a variety of businesses. He has lectured and presented on all aspects of document retention and destruction policies, with particular emphasis on their application to litigation. He has also cultivated skill in the electronic discovery practices and data mining techniques that impact all litigation matters.
Phone: 603.627.8152
jharris@sheehan.com
linkedin.com/pub/james-jp-harris/24/b32/244
•Searching for candidates for employment•Vetting applicants for employment•Monitoring employees for compliance with company policy:
– Negative or misleading statements– Confidential information– Loss of productivity
LinkedIn Other HR Uses
•Monitoring departed employees:– Violation of restrictive covenants (non-
disclosure, non-solicitation, non-competition)
– Negative or misleading statements
LinkedIn Other HR Uses
In vetting an applicant, you search online and learn that the applicant:
–Belongs to a particular church–Has a child with severe medical issues–“Likes” a group that advocates against gay marriage–Connects with a particular political candidate or PAC
LinkedIn Tricky Situations
In vetting an applicant, you search online and learn that the applicant:
–Posts negative statements about his/her prior employer–Attended a raucous party last weekend–Celebrated their 60th birthday last month
LinkedIn Tricky Situations
In vetting an applicant, you search online and find a person with the same name was arrested for DWI last year
LinkedIn Tricky Situations
When monitoring current employees’ activities, you learn an employee:
–Posted comments that the working conditions are deplorable–Posted comments that working conditions at the company are deplorable and the CEO harasses the employees–Posted bullying remarks–Posted comments online that disclose an unannounced new venture for the company
LinkedIn Tricky Situations
When monitoring current employees’ activities, you learn an employee:
–Posted inaccurate experience, duties, and qualifications–Posted comments that a competitor’s product is tainted with lead–While out on medical leave with a back injury went on a white-water rafting trip
LinkedIn Tricky Situations
A manager gets a request to “connect” from a subordinate/direct report
An employee gets a request to “connect” from a departed employee now working for a competitor
An employee endorses someone working for a competitor
LinkedIn Tricky Situations
•National Labor Relations Act•Anti-Discrimination Laws (Title VII, ADA, RSA 354-A, etc.)•Whistleblower/Anti-Retaliation Laws•Electronic Privacy Communications Act/Stored
–Communications Act•Federal Trade Commission regulations•Trade Secrets Laws•Securities Laws•Employee Privacy Laws (RSA 275:72) (RSA 275:41-b, II)•Common Law Claims (defamation, invasion of privacy, etc.)
LinkedIn Applicable Laws
Using LinkedIn for Hiring
LinkedIn Hiring
Written Policy on the use of LinkedIn for hiring that ensures uniform treatment of all applicants:
–Goal: avoid claim that denied employment for illegitimate or discriminatory reasons–What sites will be searched for every applicant (or applicants that make it to the final cut) –Document the searches run/results
•Consider printing or saving because dynamic•Keep for period of time after close position
LinkedIn Hiring
Recommendation
Use a screener to separate information regarding protected classes from the decision maker
–If use third party, subject to Fair Credit Reporting Act
Also consider adding EEO/AA tagline to job posts
LinkedIn Hiring
Restriction
Cannot compel an applicant (or employee) to disclose login information to “personal accounts” RSA 275:72 (effective 9/30/14)
LinkedIn Hiring
LinkedIn and Current Employees
LinkedIn Regulating Use
National Labor Relations Act
• Exacting focus on policies that in any way restrict speech by employees about their working conditions
LinkedIn Regulating Use
Karl Knauz Motors, Inc. (NLRB 2012)
•Employee posted comments on Facebook that employer was cheap with food selection for marquee sales event
•Policy required employees to be courteous, polite
•Unlawful because employees would reasonably construe broad prohibition as prohibiting objections to working conditions and seeking the support of others to improve them
LinkedIn Regulating Use
Design Technology Group, LLC (NLRB 2013)
•Facebook chats that manager was immature and employees was stressed out
•Unlawful termination because complaining about working conditions/supervisors is a protected activity
LinkedIn Regulating Use
Hispanics United of Buffalo, Inc. (NLRB 2012)
•Facebook posts regarding co-worker’s criticisms of job performance
•Fired for violation of company anti-bullying policy
•Unlawful termination because employees were taking a first step toward group action to defend themselves against accusations they reasonably believed would be made to management
LinkedIn Regulating Use
Triple Play Sports Bar and Grille (NLRB 2014)
•Facebook posts by former employee regarding employer’s failure to withhold taxes properly
•Current employee “likes” the post and is terminated
•Unlawful termination – “liking” is a form of protected speech
•Employer’s internet/blogging policy was unlawful (prohibited “inappropriate discussions”)
LinkedIn Regulating Use
Written Policy:–Comply with NLRB decisions and guidance–Use NLRB-approved disclaimer (Handout)–Reserve right to monitor, no expectation of privacy–Define appropriate use of LinkedIn in a way that does not restrict protected speech (speech about working conditions, wages, etc)
LinkedIn Regulating Use
Written Policy:–Prohibit disclosure of “confidential information” (defined to NOT include terms of employment)
•RSA 275:41-b (cannot discipline for talking about wages) (eff. 7/22/14)
–Require disclaimer that employees do not speak for the company*
•Still unsettled within NLRB
LinkedIn Regulating Use
Written Policy:–Identify who does speak for the company–Train employees on proper use of LinkedIn
•Can prohibit use of social media during work hours–Have a company LinkedIn account–Set parameters on “liking” or “endorsing” consistent with NLRB restrictions
LinkedIn Regulating Use
March 18, 2015 Memo of NLRB General Counsel
• Review of unlawful and lawful handbook policies• See handout materials
• Review of Wendy’s handbook policy after settlement with NLRB
LinkedIn Regulating Use
Using LinkedIn During Investigations
LinkedIn Investigations
RSA 275:72 expressly empowers employers to use social media as part of investigations into employee misconduct
LinkedIn Investigations
LinkedIn and Departed Employees
LinkedIn Departed Employees
Written policy:–Who owns profile
•Argument that employer owns because work for hire•Be careful about independent contractors
–Reserve right to search for them post employment
LinkedIn Departed Employees
Review of handout materials:
What has been deemed unlawful
What has been deemed lawful
Disclaimer language
LinkedIn Departed Employees
Questions?
LinkedIn Q & A
Thank You!
Savvy Workshop develops multi-channel marketing campaigns and education-based marketing events that help clients reach their targets. They are experts at developing brand roadmaps, creative graphic design, crafting compelling messaging and producing impactful marketing collateral. They are experienced in social media strategy and implementation, special event production and tradeshow management. Digital services include the execution of high-impact websites, video content, e-mail marketing and online sales tools. www.savvyworkshop.com
About Savvy Workshop, LLC
Sheehan Phinney is a full-service business law firm providing a broad range of sophisticated legal services to clients in traditional and emerging areas of law. Our diverse client base includes local and regional businesses, institutions and municipalities, as well as national and international businesses.
With offices in the major business centers in New Hampshire and Massachusetts, our firm is strategically positioned to serve this thriving part of New England. Our goal is to understand and pursue our clients' ultimate business objectives - a simple concept, but one that we never take for granted. No matter how many times we have worked in a particular area, we know that each client's needs are unique. For over 75 years, understanding our clients' businesses and helping to identify and define their best approaches to a problem has earned us the trust, confidence, and loyalty of our clients, who rely on us not just as their lawyers, but as their counsel. www.sheehan.com
About Sheehan Phinney Bass + Green
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