SOCIAL MEDIA DATA FILTERING FOR ELECTRONIC JOB RECRUITING

1 . A method of electronic job recruiting in a system including a processor and memory, the method comprising:

training by the processor one or more filters to identify safe data, unsafe data or combinations thereof wherein the safe data is selected to be safe to use in a hiring decision;

receiving by the processor hiring data from a plurality of data sources for a plurality of individuals wherein the hiring data includes resume data and social media data;

aggregating by the processor the received hiring data for each individual;

storing by the processor the aggregated hiring data for each individual to a database , wherein the individual's aggregated hiring data includes a plurality of different portions;

receiving by the processor search parameters associated with a hiring decision;

based upon the search parameters, locating by the processor at least one individual in the database that satisfy the search parameters;

applying by the processor the one or more filters to each portion of the at least one individual's aggregated hiring data to identify safe or unsafe portions of the data; and

outputting by the processor only the safe portions.

2 . The method of claim 1 wherein the social media data includes content generated by an individual and posted to a social media site wherein the content is not generated as part of applying for a particular job in a job application process.

3 . The method of claim 1 wherein the resume data includes content generated by an individual and submitted as part of applying for a particular job in a job application process.

4 . The method of claim 1 wherein at least one of the filters is configured to identify data associated with a federally defined protected class in the United States of America wherein the data identified as associated with the federally defined protected is considered unsafe data and is not output by the system.

5 . The method of claim 1 further comprising receiving an input of a location associated with the hiring decision;

based upon the input of the location, determining a plurality of different types of data considered to be unsafe to use in the hiring decision at the location;

selecting one or more filters to identify the plurality of different types of data;

applying the selected one or more filters to the individual's aggregated hiring data.

6 . The method of claim 5 , wherein the location is a state in the United States of America.

7 . The method of claim 1 , further comprising receiving information that identifies a company;

determining a plurality of different types of data considered to be unsafe to use in the hiring decision for the company;

selecting one or more filters to identify the plurality of different types of data; and

applying the selected one or more filters to the individual's aggregated hiring data.

8 . The method of claim 1 , wherein the one or more filters are applied to each portion to determine a probability of whether each portion is safe or unsafe to output.

9 . The method of claim 8 , further comprising receiving a probability threshold and based upon the received probability threshold, determining whether each portion is safe or unsafe to output.

10 . The method of claim 1 , further comprising receiving an indication that a first portion of the aggregated individual's data identified as safe by the one or more filters is unsafe.

11 . The method of claim 10 , based upon the indication removing the first portion from the output and preventing the first portion from subsequently being output.

12 . The method of claim 10 , based upon the indication retraining the one or more filters.

13 . The method of claim 1 , further comprising retrieving the social media data from one or more different social media sites.

14 . The method of claim 13 , further comprising periodically checking the social media sites to determine whether new social media data is available and updating the aggregated hiring data in the database when new social media data is available including deleting old social media data.

15 . The method of claim 1 , wherein the individual's aggregated hiring data includes images and further comprising applying the one or more filters to determine whether each of the images is safe or unsafe to use in the hiring decision and outputting only the safe images.

16 . The method of claim 1 , further comprising determining a frequency at which particular words or combinations of words appear in the individual's aggregated hiring data, applying the one or more filters to the particular words or combinations of words to determine whether each one is safe or unsafe to use in a hiring decision and outputting only the particular words or combinations of words determined to be safe.

17 . The method of claim 1 , wherein the social media data in the at least one individual's aggregated hiring data includes tweets, applying the one or more filters to each tweet to determine whether each tweet is safe or unsafe to use in the hiring decision and outputting only the safe tweets.

18 . The method of claim 1 , wherein the social media data in the at least one individual's aggregated hiring data includes blog posts, applying the one or more filters to each blog post to determine whether each blog post is safe or unsafe to use in the hiring decision and outputting one the safe blog posts.

19 . The method of claim 1 , further comprising receiving a request to output one or more portions determined to be unsafe for use in the hiring decision and prior to outputting the one or more portions, anonymizing the one or more portions to prevent the one or more portions from being associated with a particular individual.

20 . The method of claim 1 , further comprising receiving an input indicating a stage in the hiring process and based upon the input stage, selecting one or more filters to apply to the individual's aggregated hiring data wherein types of data considered to be safe or unsafe to use in the hiring decision varies depending on the stage of the hiring process.

21 . The method of claim 1 , further comprising storing a log of the search including names of individuals identified in the search, an identifier of the person performing the search and information regarding the one or more filters used to identify data that is safe or unsafe to use in a hiring decision.

22 . The method of claim 21 , further comprising storing an indication of whether the safe portions were viewed or not viewed for each of the individuals identified in the search.

23 . A tangible computer readable medium for storing computer code executed by a processor to generate a method of job recruiting, the computer readable medium comprising:

computer code for training one or more filters to identify safe data, unsafe data or combinations thereof wherein the safe data is selected to be safe to use in a hiring decision;

computer code for receiving hiring data from a plurality of data sources for a plurality of individuals wherein the hiring data includes resume data and social media data;

computer code for aggregating the received hiring data for each individual;

computer code for storing the aggregated hiring data for each individual to a database , wherein the individual's aggregated hiring data includes a plurality of different portions;

computer code for receiving search parameters associated with a hiring decision;

computer code, based upon the search parameters, for locating at least one individual in the database that satisfy the search parameters;

computer code for applying the one or more filters to each portion of the at least one individual's aggregated hiring data to identify safe or unsafe portions of the data; and

computer code for outputting only the safe portions.