INTRODUCTION As college students and adults prepare for the real world, people are constantly faced with how to prepare for interviews and the hiring process with jobs. One factor of that is the gray area that is the idea of social media and networking helping to assist with the hiring process. Technology has become a privacy and employment issue that future employees face. When it comes to employment companies a have no boundaries and employers need to realize that social media should be used only for non-bias practices and not employment decisions based on someone’s Facebook post. Topic: How Privacy and Employment Laws effect Social Media changing the Hiring Process. I. Fjksdjf kj The way future candidates view social media has evolved drastically over the past ten years as technology has evolved. From websites like LinkedIn to Twitter, each website provides a unique opportunity for employers to view a future candidate. According to Media Bistro/Infographic, “92%of companies” use social media as an initial step to recruit future candidates. Another statistic Media Bistro/Infographic provides is that 73% of employees hire using social media and 20% of employers say it takes less time to hire via social media. What do these small statistics mean? Majority of the time if recruiters use social media, it is like an extra step to background checks and screenings before the interviews. Social Media allows for employers to have additional information of their prospective candidate before hiring. These statistics show that employers look at a person’s profile based on the information that is public or accessible; yet the employer uses that decision to hire the future candidate. Based on what a person post, there are heavy consequenc... ... middle of paper ... ...s, talents and things that interests a candidate through searches they are able to gain a summary of who the candidate is. Lastly, many believe through using social media is a time saver because it is a direct collection of data to find a specific candidate needed. III. Recent Developments : An example of the pros and cons of privacy in the work place while during the hiring process is in 2012, a company in Maryland decided to ask job seekers to log into personal profiles and search through wall posts. As this is becoming more of trend many creative ways to monitor the posts. Another example within this sector is the athletic program at the University of North Carolina, “Each team must identify at least one coach or administrator who is responsible for having access to and regularly monitoring the content of team member social networking sites and postings”
Social media is a new phenomenon for most companies; it has also greatly affected the workplace. The influxes of technology combine with the availability of mobile devices have changed private moments and thoughts shared in the workplace. “Employees' workplace privacy is being invaded by increased use of social media, according to a survey published today by security software firm AVG technologies” Newcombe, T...
Ever since Mark Zuckerberg created Facebook in 2004, millions of people have flocked to the website, resulting in “1.49 billion active users” (Facebook). Facebook allows users to not only reconnect with old friends, but also share whatever the user deems necessary. Facebook has many privacy settings that enable users to prevent anyone from seeing what they post. Even so, skeptics out in the world strongly attest that Facebook, and similar social media websites, aren’t all they’re cracked up to be. In the essay Why Asking for a Job Applicant’s Facebook Password Is Fair Game, Alfred Edmond Jr. addresses the false security Facebook provides to its users, and uses that notion to support his claim that bosses should
More and more, colleges, universities and employers are using online research as part of the evaluation and selection of future students and employees. Social networking and online presence are becoming the source of applicants’ scrutiny, sometimes overrunning private spaces and bringing up issues of freedom of speech. In an effort for avoiding the violation prospect students’ rights, as well as attaining some legal grants to incorporate social media presence screening in the admission processes we proposed the following Social Media Presence Policy for College Admission.
“Tools such as Facebook and Twitter enable employers to get a glimpse of who candidates are outside the confines of a resume or cover letter,” said Rosemary Haefner, chief human resources
The web has in recent years brought new concerns about privacy in an age where technology indefinitely stores and records all social media aspects, every online photo posted, every status update, blogs and twitter posts by and about us will be stored forever available for future generations to see. At the heart of the Internet culture is a force that wants to find out everything about you. In 2010 Microsoft published a report that stated that 75 percent of United States recruiters and human resource professionals that they surveyed are not only checking online sources to learn about potential candidates, but they also reported that their companies have made online screening a formal requirement before hiring any candidates. Of the recruiters and human resource professionals surveyed 70 percent say they rejected candidates based on information found on social media site. This has lead so many people’s awareness about online privacy and the need to control public access to private accounts by online privacy settings in order to protect they online and real world reputation. There have been legal suits against many sites and employer’s over the invasion of privacy on the internet. The authenticity of what the recruiters find on these social media sites should be questioned.
Human resources will wield social media as an opportunity to scout for new talent, display to the marketplace they are an employer of choice, and to connect with employees, vendors, stakeholders, and customers to answer questions and give feedback on performance, products, and service.
In today’s world, many people find means of communication and staying in touch through social networks. Immediately, everyone’s lives are at your hand, whether through Snapchat, Twitter, or Facebook. The popularity of social networking Web has even encouraged people to share some of their most private print and visual information. The information that is being put out is out there publicly and leaves a trail that anyone can trace even college admission officers and potential employers. Colleges may use the network as a way to look deeper into the person in search of any potential red flags.. And while potential employers use it for the same purpose, they also could use it to get to know the prospective employee on a personal level that would not be found in an interview. College admissions officers and potential employers choice of checking social networking profiles is an acceptable practice.
These are all very real concerns for companies and their legal counsel. In addition to the concern over current employees causing problems with social media usage, internally it can be a danger. In some cases, potential applicants are being asked to provide their passwords to enable a possible future employer into their personal accounts. This violation of privacy opens up huge legal implications for companies, especially when done during a hiring process. If an applicant is not hired and the applicant can prove it was due to something on their social media accounts, this could cause a company large sums of money to settle claims or battle them out in the court system.
A person’s right to privacy is being challenged with the high use of social media such as Facebook and Twitter. What used to be considered part of your personal life is not so personal anymore. When one chooses to share details about ones-self to their friends via a social media, they are not always thinking about the “other” people. The other people could be ones current boss or future employer. Other people could be a school official, your baseball coach, your friends’ mother; you name it the list goes on and on. Recently, a few employers or perspective employers have requested Facebook and other social network log-in information. It is probably a violation of equal employment laws, and there are two senators investigating the practice of requiring job applicants and employees to provide their social network log-in information as a condition of employment.
Recruiting and hiring for vacant or newly created positions has changed over the past 5 years. Recruiters now have various new options for posting and advertising for these positions. Just as there are numerous ways to advertise there are various ways for recruiters to screen and find potential candidates. In this paper I will explore how social media offers new options that recruiters now have compared to what they had in years past. There will also be a discussion about how recruiters use social media and what needs to be done to avoid legal pitfalls, specifically avoiding discrimination of certain protected classes.
In today 's world, many employers are also looking at social media sites when determining if
(Danpontefract.com 2014) 36% of employers actively block access to all forms of social media including YouTube and Facebook. The reason such sites are blocked is because of information leaks, whether intentional or accidental, vital information can be stolen and used maliciously causing massive problems for the company affected. This is why companies should think about what restrictions are put in place for social networking, as well as internet and security
In today’s society, during an era of technology, social media networking has opened many outlets for connecting with others over the Internet. Having social media networks such as Facebook, Instagram, and Twitter have great benefits, but social media also can harm someone in many ways. Many employers have started using social media as a source of background information during the process of hiring possible candidates for positions offered. The decision to use social media is very resourceful in the hiring process, yet it is not a reliable source because it invades an employee's personal life, causes discrimination against potential employees, and does not represent a candidate well.
Social networks are increasing dramatically every year. Employers are turning to social networks because it is a tool to screen job applicant’s profiles. According to a survey conducted by jobvite.com (2013), 94 % of employers use social media profiles to recruit job applicants. This trend assists the applicants and recruiters. Job applicants should be judged by their social network profiles because social media give positive image about the candidate, prove the information in the resume, and help to identify if the person fits the culture of the company or not.
Platforms such as Facebook and Twitter allow users to access company information, photos and employees as well as ask questions and express personal experiences with the company. It also allows potential employees to understand the vibe of the organization and gain a deeper and more personal understanding than a website. However, with social media, it is important to not ove...