Does your company have an effective social networking policy? A lot of companies use social networking sites to find out information about an applicant–whether it be a Facebook or LinkedIn profile. These sites could give you information that you’re legally not allowed to ask in an interview. For example, whether they’re disabled or older. “By looking at that information ahead of time, you may be getting information you’re not supposed to ask about during an interview,” Wilson cautions. If the potential employee can prove that they were discriminated against based on that information, it could be grounds for litigation. Having an effective social networking policy that focuses on looking at the person’s skill set compared to what the job description requires is going to help, as will a policy telling recruiting managers not to use information from a social networking site as part of their decision for hiring the individual.