Date of Award

Fall 12-2018

Document Type

Honors Thesis

Degree Name

Bachelor of Science

Department

Business Administration

Advisor/Committee Chair

Dr. Raymond K. Van Ness

Abstract

Currently, there are no laws limiting an employer from viewing a candidate’s social media presence. The United States Equal Opportunity Employment Commission prohibits discrimination based on race, color, sex, religion, national origin, age, disability, political affiliation, sexual orientation, and genetic information. If a candidate is active on professional social media websites such as the largest online professional network, LinkedIn, some of this information can easily be gathered by an employer. To stop discrimination in the hiring process, recommendations for a blind hiring process will be provided. This process will ensure that a candidate is initially judged solely based on the merits of their application before the first face-to-face interview. It will be implemented in a manner similar to the double-blind review process used in academic publishing. The steps behind this restructured hiring process have been created by analyzing LinkedIn’s job posting functions for recruiters. This new hiring process is necessary since there is no standardized method of how recruiters interpret a candidate’s social media presence.

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