Threads Social for Law Firms: Your Most Pressing Questions Answered

by Natalie Moe

they plan on adding more and more features moving forward. However, as of right now, Threads offers these features:

• Users with Instagram will automatically gain their Instagram following on their new Threads account, so building a following is easy.

• Posts can be up to 500 characters long.

• Videos can be up to 5 minutes long.

• Threads have built-in tools to enable productive conversations. Users can control who mentions or replies to them.

• Safety is taken seriously, and Threads will enforce Instagram’s community guidelines.

Even with a robust set of features allowing Threads to remain competitive against Twitter, the platform still has some key differences from Twitter:

• The platform only features one feed rather than a ‘For You’ and ‘Following’ feed

• You cannot caption alt text yet on the platform

• Shockingly, the platform features no hashtag search functionality at the moment

• The platform has no web version, only mobile.

• Twitter allows edit options for paid users, however, Threads offers no edit options at the moment

Although Threads differ in some ways from Twitter, many users are happy with these differences, viewing them as positive compared to changes recently made at Twitter that they disagreed with.

What Does This Mean for Law Firms?

As this platform emerges, the risks of hopping on it are slim to none. With backing from Meta and the creation team being Instagram’s, the platform is guaranteed to take privacy and safety seriously.

Furthermore, the ease of connection between Instagram and Threads makes the setup easy. Those looking to try Threads don’t have to worry about organically building a following as their Instagram following automatically attaches itself to their Threads account.

Already many in the legal sphere are quickly hopping on the app. Top legal publications like JD Supra, Law.com, American Bar Association, Above the Law, and Lexblog have joined. And 25 of the Amlaw 200 firms are already on Threads.

Threads has quickly gained popularity amongst lawyers, smaller firms and solo practitioners, particularly those in the personal injury, family law, and tech spaces.

Overall, Threads is a good choice for law firms and lawyers looking to position themselves as thought leaders, share legal industry news, and share text-heavy content, similar to how Twitter has been used in the past.

Concerns to Keep in Mind

Luckily, law firms do not have to worry about privacy and safety concerns when it comes to joining Threads. Since the platform is backed by Meta, Threads does not suffer from the typical privacy issues that young social media platforms often face.

And with Instagram’s team covering its creation and maintenance, law firms can be sure that the team knows how to run a social media app. However, a key concern that law firms should keep in mind is that if they do ever decide they want to delete Threads, they may want to think twice. Although it’s great that Threads and Instagram are connected, this now means that if users delete one account, the other will be deleted as well. So, if you decide to delete your Threads account after impulsively making one, then your Instagram will go with it.

Another cause for concern is how public Threads is about its competition with Twitter. Tensions are high between Twitter and Threads, as well as their CEOs Elon Musk and Mark Zuckerberg. So, many are speculating that lawsuits are potentially on the horizon.

Furthermore, as Threads is such a young app, there isn’t much research yet on what demographics are using it. Law firms should pay close attention to how the Threads user base evolves, as they may need to alter their strategy if user demographics aren’t aligning well with their target audience.

Takeaway: So, the question remains: should law firms join Threads? The answer is yes. There are not many negatives to joining Threads at the moment, and with its backing by Meta/ the Instagram team, law firms can be sure that creating an account won’t actively harm them.

As more and more information comes out about Threads, be sure to follow our blog for the latest news and insights on building a successful Threads strategy. n

Natalie Moe is a Marketing Manager at Good2bSocial, where she is responsible for the company’s digital marketing, social media, content strategy, and marketing communications. Before Good2bSocial, Natalie gained marketing experience by assisting different business and non-profit organizations with their digital marketing needs. Natalie graduated from Marquette University with a double major in Public Relations and English. Learn more at: www.good2bsocial.com.

Finding the right match between a job candidate and a critical role in your organization can take time, dedication, and even a little luck—so the need to rescind an offer of employment can be difficult for you and the potential new hire. Even if you rarely rescind an offer, you should be prepared to follow certain best practices before and after the situation arises. What are the five most common reasons for rescinding an offer and the five steps you should consider taking to minimize the impact and your legal risk?

Top 5 Reasons for Rescinding an Offer and Key Points to Consider

1. Failed Drug Test

If your company has a comprehensive workplace safety policy, your process may include making job offers contingent upon passing a pre-employment drug test. From the start, it’s a good idea to let job seekers know what to expect during the recruiting, interviewing, hiring, and onboarding process—and this includes mentioning any background screening, drug testing, or other requirements. Additionally, when applicable, you should make it clear that the job offer is contingent upon passing such tests. While employers can generally rescind a conditional job offer if a potential new hire fails a drug test, many states require employers to follow certain steps before taking adverse action. Therefore, you should understand and follow the rules and guidelines in the applicable state. You should also recognize the state-law trend to protect off-duty use of cannabis and consider whether you want to continue testing for it, and if so, how you will handle positive test results without running afoul of such laws.

2. Background Check Issues

Perhaps you run a criminal background or credit check before an offer is official. If so, you should carefully review applicable rules and regulations if your selected candidate fails to meet your criteria.

Companies that conduct background checks on potential new hires must comply with a host of federal, state, and local laws. For example, under the Fair Credit Reporting Act (FCRA), you must provide applicants with advance notice (known as a