CERs Social Media & Digital Recruiting 4 — Questions and Answers
Question 1: Which of the following is the most ethical way to use employee referral programs on social media?
- Limit referrals to friends of the hiring manager for cultural fit
- Encourage diverse referrals while ensuring the formal application process applies equally to all (Correct answer)
- Rely exclusively on referrals to avoid public job posting costs
- Offer higher bonuses for referrals that match the current team's demographics
Correct answer: Encourage diverse referrals while ensuring the formal application process applies equally to all
Ethical referral programs encourage diversity and apply consistent, fair screening processes to all referred and non-referred candidates.
Question 2: A recruiter uses a social media aggregation tool that pulls data from multiple platforms simultaneously. The primary ethical concern is:
- The tool may be slower than manual research
- Aggregating data may reveal protected-class information and violate privacy norms (Correct answer)
- The tool may miss candidates with private profiles
- Aggregation tools typically charge fees that exceed their value
Correct answer: Aggregating data may reveal protected-class information and violate privacy norms
Aggregation tools compile broad personal data, increasing the risk of encountering protected-class information and violating candidates' privacy expectations.
Question 3: When a recruiter posts job openings on social media, what language should be avoided to prevent legal exposure under EEO laws?
- Language describing the job's physical requirements when genuinely essential
- Terms like 'recent graduate,' 'digital native,' or 'young and energetic' that imply age preferences (Correct answer)
- Clear descriptions of required credentials and certifications
- Salary range and benefits information
Correct answer: Terms like 'recent graduate,' 'digital native,' or 'young and energetic' that imply age preferences
Terms implying age preferences in job postings can constitute age discrimination under the ADEA and EEOC guidance.
Question 4: A candidate who was not selected asks a recruiter why they were rejected. The recruiter had viewed their Facebook profile. The ethical response is to:
- Decline to respond to protect company confidentiality
- Explain the job-related reasons for non-selection and avoid referencing social media content (Correct answer)
- Acknowledge reviewing their social media and explain which posts were concerning
- Direct the candidate to the hiring manager for all feedback
Correct answer: Explain the job-related reasons for non-selection and avoid referencing social media content
Ethical feedback focuses on job-related criteria; referencing personal social media content could reveal discriminatory practices.
Question 5: Which practice best demonstrates ethical transparency in digital recruiting outreach?
- Using a generic company email address with no individual name
- Identifying yourself by name, role, and company in every outreach communication (Correct answer)
- Sending outreach only through anonymous messaging tools
- Withholding the company name until the candidate expresses interest
Correct answer: Identifying yourself by name, role, and company in every outreach communication
Transparent recruiter identification in every message allows candidates to make informed decisions about responding.
Question 6: A recruiter finds a candidate's blog post expressing controversial but legal political views. Under ethical recruiting principles, this should:
- Be shared with the hiring manager to assess culture fit
- Have no bearing on the candidate's evaluation (Correct answer)
- Be documented in case the views create workplace conflict
- Disqualify the candidate to protect the company's public image
Correct answer: Have no bearing on the candidate's evaluation
Legal personal views expressed outside work are not job-relevant and must not influence hiring decisions under ethical recruiting standards.
Question 7: What is the most ethical approach when a candidate's social media presence is minimal or nonexistent?
- Treat the absence of social media as a red flag requiring investigation
- Evaluate the candidate solely on submitted application materials and interviews (Correct answer)
- Ask the candidate directly why they have no social media presence
- Lower the candidate's ranking because digital literacy cannot be assessed
Correct answer: Evaluate the candidate solely on submitted application materials and interviews
Lack of social media presence is not a disqualifying factor; candidates must be evaluated on job-relevant qualifications only.
CERs Social Media & Digital Recruiting 4
Which of the following is the most ethical way to use employee referral programs on social media?