CASE #1 DUE DATE - FEBRUARY 21, 2021 CASE STUDY - HRM SOCIAL Using Social Media in Hiring Poses Discrimination Risk GROUP ASSIGNMENT At many organizations, the people who make hiring decisions, conduct an online search of social media to learn more about candidates. According to a 2017 CareerBuilder poll of 2,380 HR and hiring private sector managers, approximately 70 percent of employers said they used social media for hiring - a significant increase form 60 percent in 2016 and 11 percent a decade ago. The objective is to gain greater insight into people's character and spot red flags that a person might behave unprofessionally. However, some recent research suggests that screening candidates with social media contributes to discriminatory hiring decisions. In one study, researchers created fictional resumes and social media profiles and sent the resumes to businesses that had advertised job openings. All the resumes listed the same qualifications under different names, but the social media hinted that applicants were either Christian or Muslin or that they were either gay or straight. The companies were more likely to call the applicants with the Christin-sounding profiles than the applicants who seemed to b Muslim Broken down geographically, the difference was statistically significant. The researchers did not find a difference in response rates related to sexual orientation in this study To avoid discriminatory behaviour, it is important for employers to get expert advice to ensure compliance with human rights and privacy requirements. For example, employers must be sure the information they gather is related to job qualifications. Some suggest that employers consider using a third-party company to conduct back-ground check and omit protected information, such as an employee's religion, health and pregnancy status One recent survey found that 95 percent of social media screening is conducted internally and 5 percent is outsourced to an external vendor. Questions 1. Explain how the findings of the research study provide an example of differential treatment