Hofstra Labor & Employment Law Journal Volume 32 | Issue 1 Article 1 1-1-2014 Striking Gold, Not Dynamite When Using Social Media in Employment Screening Mark Bannister Michael Jilka Derek Ulrich Follow this and additional works at: http://scholarlycommons.law.hofstra.edu/hlelj Part of the Labor and Employment Law Commons Recommended Citation Bannister, Mark; Jilka, Michael; and Ulrich, Derek (2014) "Striking Gold, Not Dynamite When Using Social Media in Employment Screening," Hofstra Labor & Employment Law Journal: Vol. 32: Iss. 1, Article 1. Available at: http://scholarlycommons.law.hofstra.edu/hlelj/vol32/iss1/1 This document is brought to you for free and open access by Scholarly Commons at Hofstra Law. It has been accepted for inclusion in Hofstra Labor & Employment Law Journal by an authorized administrator of Scholarly Commons at Hofstra Law. For more information, please contact
[email protected]. Bannister et al.: Striking Gold, Not Dynamite When Using Social Media in Employment ARTICLES STRIKING GOLD, NOT DYNAMITE WHEN USING SOCIAL MEDIA IN EMPLOYMENT SCREENING Mark Bannister,* Michael Jilka, Derek Ulrich* I. OVERVIEW Recruiting and selecting the best, most qualified, and productive employees possible is a crucial process for businesses and other organizations seeking to run smoothly and to stay competitive.' A potential employee's skills, experiences, and work ethic should appropriately align with the employer-organization's vital needs.2 Finding relevant information about job applicants and making decisions 3 based on such information is a routine step in employment screening. Nearly one-half of the United States population is a member of a Mark Bannister is the Dean of the College of Business and Entrepreneurship at Fort Hays State University.