Using The Internet to Search for Experts

Litigators can use the internet as a helpful tool for researching both potential experts and experts designated by opposing counsel. Simple search engine research can often lead to articles and websites featuring an expert. Blogging has become popular and a growing number of medical experts maintain their own websites that discuss the expert’s specialty. Blog entries and website articles can enable attorneys to learn more about a particular damages or liability issue. They may also provide a basis to challenge an opposing expert’s opinions at deposition or trial where the expert expresses an inconsistent opinion.

Industry associations are another useful information source for researching experts. Organizations, such as DRI and TIDA offer electronic expert databases to members allowing for a fast exchange of information. A number of private websites, including Daubert Tracker also provide background information, including prior trial testimony, to users for a fee.

Adverse experts who specialize in a particular subject may post articles they have written on their websites explaining their views on subjects that may be relevant to your lawsuit. For instance, the surgeon who has written that rotator cuff injuries are usually chronic injuries caused by wear and tear over many years may be questioned effectively on that opinion when offering the view in pending litigation that a rotator cuff injury was the result of trauma. Where there are emerging issues and disagreements within the discipline, it may also be helpful to review the expert’s published articles to explore for inconsistencies.

Blog at Your Own Risk!

Part 1

Social networking sites such as Friendster, MySpace and Facebook are becoming useful resources for employers. Although there is no case law on the subject, there is growing concern that disgruntled job applicants will allege discrimination in the hiring process if their online profile, blog, or chat log prevents them from securing a position.

Steven Rothberg, founder of CollegeRecruiter.com points out: “Many people, especially students have an unreasonable expectation of privacy. There’s some awareness, and some password protections are being put in place for MySpace users, but on the whole, many of the younger generation think it’s a good thing to be an exhibitionist and talk about bad behavior.”

Rosemary Haefner, Vice President of Human Resources at CareerBuilder.com notes that candidates tend to be more honest in online blogs and profiles than on their resumes. A simple Google search can reveal an applicant’s fabricated qualifications in a matter of minutes.

As younger people enter the human resources field, it is likely that use of social networking sites to screen candidates will significantly increase. If discrimination suits arise, it will be difficult for plaintiffs to prove that the disqualification stemmed from a blog post or online profile. George L. Lenard, a labor and employment attorney, recommends that companies enact clear policies regarding internet screening of potential employees to avoid exposure to liability for discrimination.

The solution for job candidates is simple. By limiting the amount of negative information on personal blogs, social networking profiles, and both public and private online conversations, an applicant can easily protect his or her reputation.

Source: “Online Background Checks: As social networking sites grow, so does the ability of employers to discriminate,” Elizabeth Millard, ABA Journal, January 2007.

Statistics on Online Background Checks:

- More than one in 10 hiring managers search social networks to screen candidates, according to one CareerBuilder.com survey.

- Less than one in four hiring managers perform an Internet search to screen job candidates, according to Rosemary Haefner, CareerBuilder.com’s vice president of human resources.

Source: “Online Background Checks: As social networking sites grow, so does the ability of employers to discriminate,” Elizabeth Millard, ABA Journal, January 2007.

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