A job candidate who you’d like to have on staff would arrive at your company with a little extra bonus for you, beyond just her expertise: thousands of Twitter followers, LinkedIn connections, and Facebook friends. But what are the legal implications of hiring someone — even a bunch of people, perhaps all from one company — partly for their social media connections?
Renee Jackson, a Boston attorney with the law firm Nixon Peabody, mulls over these issues in the podcast below, about 11 1/2 minutes. She talks about the role non-solicitation agreements play in all this, and the push and pull between being extra careful to avoid legal trouble and trying to stay consistent with the open-honest-transparent spirit of social media recruiting.
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