Day 2 at the SHRM Staffing Management conference here in Las Vegas was a lot of fun! From the mingling around with the guests to the presentation to the dinner with the SHRM team… all in all, it’s been a very worthwhile adventure!
Yesterday was mainly spent working on the presentation and then meeting with attendees afterward to discuss social media. There were a bunch of great questions from the audience, but the one that stuck out in my mind the most was about the legality issues that may accompany social media in HR.
More than a few people asked about the risks of reviewing a person’s social media presence as it relates to discovering information that they legally should not have prior to making a hiring decision. They raise a great question. Unfortunately, I’m not in a position to communicate the legal ramifications of using this platform… so, I’ll leave it up to you.
Does your company have a policy about reviewing social media? If so, is it driven from the legal risks? What are they?
At the end of the day, I had the opportunity to break bread with a number of the executive leadership team members from SHRM. We had a great discussion about social media and what’s going on in the future with the organization. I knew it the first time I spoke with China Gorman (COO of SHRM) and it was only reinforced again – SHRM is very interested in learning about their community. While this process of discovery will not happen over night, I think that everyone will be pleasantly surprised with the future of the organization. Regardless of the final form, it will be defined by and driven by the overall SHRM community.
One other individual that I had the opportunity to speak with was Ryan Estis. Ryan was one of the speakers at the convention in Las Vegas. He specializes in teaching corporate recruiting departments to implement sales into their recruiting process. Great guy with a solid message for everyone.
So… the time has come, the end is near. I’m packing my bags and leaving on a jet plane back to San Antonio, TX. Thanks for staying up with the happenings at the conference! Hopefully I won’t catch Swine Flu on the trip back home.
Given one option, what would you change about SHRM?