CERs Social Media & Digital Recruiting 3 — Questions and Answers
Question 1: A recruiter posts a job ad on social media targeting users aged 25–35. Under ethical and legal standards, this practice is:
- Acceptable because social media platforms allow demographic targeting
- A potential violation of the ADEA and EEOC guidance on digital advertising (Correct answer)
- Permitted if the job genuinely suits younger workers
- Standard practice that does not require legal review
Correct answer: A potential violation of the ADEA and EEOC guidance on digital advertising
Targeting job ads to specific age groups can constitute age discrimination, as the EEOC has flagged demographic ad targeting as a potential ADEA violation.
Question 2: What does it mean to practice 'ethical digital footprinting' during candidate research?
- Tracking candidates' online activity without their knowledge
- Reviewing only professionally relevant, publicly shared information and documenting the process (Correct answer)
- Purchasing data from data brokers to verify candidate backgrounds
- Creating alerts to monitor candidates' future social media activity
Correct answer: Reviewing only professionally relevant, publicly shared information and documenting the process
Ethical digital footprinting means limiting research to job-relevant public data and maintaining transparent, documented processes.
Question 3: A hiring manager asks a recruiter to reject all candidates whose social media shows them as parents of young children. This is:
- Acceptable if childcare conflicts are a genuine job concern
- A violation of Title VII protections against sex and family status discrimination (Correct answer)
- Permissible as a business necessity defense
- Standard due diligence for demanding roles
Correct answer: A violation of Title VII protections against sex and family status discrimination
Excluding candidates based on parental status is a form of sex discrimination and violates Title VII and many state laws.
Question 4: Which element should a recruiter's LinkedIn outreach message always include to meet ethical standards?
- Salary range to attract serious candidates only
- A clear disclosure of the recruiter's identity, employer, and the position being filled (Correct answer)
- A request for the candidate's personal email and phone number immediately
- A non-disclosure requirement before sharing any job details
Correct answer: A clear disclosure of the recruiter's identity, employer, and the position being filled
Ethical outreach requires transparency about who is contacting the candidate and why to allow informed decision-making.
Question 5: Under GDPR principles applicable to international digital recruiting, what must recruiters do when collecting candidate data via social media?
- Store candidate data indefinitely in case future roles arise
- Inform candidates what data is collected, why, and obtain consent where required (Correct answer)
- Share all collected data with partnering agencies to expand reach
- Use data exclusively for the position applied for without further notice
Correct answer: Inform candidates what data is collected, why, and obtain consent where required
GDPR requires transparency, a lawful basis for processing, and in many cases explicit consent when collecting and using personal data.
Question 6: A recruiter notices that the company's social media job ads receive far fewer applications from minority candidates. The most ethical next step is to:
- Assume the platform's algorithm is neutral and continue
- Analyze targeting settings and ad content for unintentional bias, then adjust (Correct answer)
- Remove the ads and rely solely on referrals
- Increase ad spend to reach more of the same audience
Correct answer: Analyze targeting settings and ad content for unintentional bias, then adjust
Ethical recruiters proactively audit digital advertising for disparate impact and adjust strategies to ensure equitable reach.
Question 7: What is the ethical obligation of a recruiter who inadvertently views a candidate's social media post about a medical condition?
- Flag it for the hiring manager as a potential attendance risk
- Disregard the information and ensure it does not influence the evaluation (Correct answer)
- Document it in case the candidate later claims discrimination
- Use it to determine whether the candidate would need accommodations
Correct answer: Disregard the information and ensure it does not influence the evaluation
Medical information is protected under the ADA, and recruiters must not allow such information to influence hiring decisions.
CERs Social Media & Digital Recruiting 3
A recruiter posts a job ad on social media targeting users aged 25–35.
Under ethical and legal standards, this practice is: