At first glance, using social networking websites and online search engines to gather information about job candidates might appear to be a quick and convenient way to help human resources professionals make successful hiring decisions.

But use of such web-based tools-from LinkedIn, Facebook, and Twitter to lesser-known counterparts appearing in ever-increasing numbers-could pose legal challenges for employers according to HR, privacy, and security experts.

Concern about legal risks might explain why 67 percent of 441 HR practitioners who responded to a 2011 Society for Human Resource Management (SHRM) survey said they do not use social media tools to check job candidates' backgrounds.

However, other surveys report just the opposite: not only are HR professionals, hiring managers, and recruiters using social media websites to research potential hires, but they're in some cases using the information found online to reject an applicant. While use of this information is still evolving, employers should consider the potential legal risks associated with rejecting employees based on social media sources carefully as federal and state authorities continue to review the privacy and discrimination concerns.

This issue of Workforce Strategies examines social media use during the hiring process, including pros and cons, risk and rewards, and legal considerations for employers. The report also offers best practices and policies to help protect employers.