Another factor when using social media to select employees is the topic of legality. There are certain legal constraints that come to play for both the employer and potential employee when using social media for hiring. The same laws and legal acts all apply even when using social media to hire employees. Still, there are certain laws and acts that are of main importance for employees and employers to keep in mind when utilizing online networks for hiring purposes. An employer must be mindful of what laws they have to follow and even the possible candidate should be familiar with what rights they have when it comes to social networking. An employer still has to abide by the same rules when selecting employee through social media. For example, an employer still must follow the VII Civil Rights Act of 1964 when using social networking to recruit employees. The VII Civil Rights Act of 1964 states that employers are forbidden from discriminating or not hiring an employee because of their race, age, color, religion, sex, or national origin (Barrick, Gatewood, & Feild, pg. 25). This act protects current employees that are already employed at the workplace as well as potential employees by, allowing them to have a fair and equal chance to obtain a job and avoid any type of discrimination. Along with discrimination, certain legality limitations about internet applications are also important for employers to keep in mind when selecting employees. Employees must be given a clear and concise job description prior to filling out the online application. This is critical because, the employee has the legal right to know what the job description, requirements and qualifications are. There are additionally four main elements that employers and ... ... middle of paper ... .... Lucas, Suzanne. CBS News. “10 Best Jobs for Introverts”. 5 March 2014. . Unknown author. The Undercover Recruiter. “What is the True Role of Social Media in Hiring and the Future of Recruitment?” 2014. . Wright, Aliah D. SHRM Research. "How to Use Social Media to Find a Job. 1 January 2012. Jobs.as pxhomepage=marquee>. Wright, Aliah D. SHRM Research. "Social Recruiting Goes Viral". 12 March 2012. ngviral.a spx>. Wright, Aliah D. SHRM Research. "HR Struggling with Facebook Snitches". 10 April 2012. .
In recent years hiring managers have also begun checking out the personal social media pages of candidates under consideration for a position, a practice known as "social media background checks," ( Employees Should Accept
Using social media for hiring process is more closely related to act utilitarianism. The reason for this is although Jack did not get the position he desired. Choosing the greatest action for the greatest good would be to not hire Jack based on his social media. Instead, it is best to continue the search to find the right person suited for the position because the right person will produce the greatest possible happiness for the greatest possible number. Choosing to invade Jack’s privacy and reviewing his social media is the ethical decision to be made. If Jack were to change his social media or not have a social media, then the possibility of Jack getting the job would be higher than it is now, but would not benefit the company. This option would affect the co-workers, Laura, the company and Jack. Hiring Jack may not produce the most good because he complains online about his current job, there is a possibility he could do the same if he would have got the job in Laura’s company. This would show to Jack’s co-workers and his company that he does not deserve to belong to the company. It is unprofessional to talk bad about a current employment, especially if it is broadcasted online for everyone, including coworkers to be informed with such information. If Jack was confronted by Laura for his social media, then there is a possibility that he can change his social media, by deleting his posts, or just changing his outlook on what to put online because it affects his future in applying for jobs. This option would do the greatest good because it allows Laura to continue the search to find the right person for the job. It will benefit the co worker and company because they will have an employee who is more devoted and more fit for the...
...n social sites fits their company’s culture or not, less than half wants to know about the qualifications of candidates online and others look for reasons not hire candidates from their social media sites,”. Employers screen profiles of job seekers and existing employees, pictures depicting their life styles, the kind of comments they make online-whether discriminatory or not, their communication skills, and for any form of image degrading information on their social media sites. They make choices as to their ideal candidate highly based on the information gathered online about their identity. Meeting requirement or standards of an employer online is virtually the same as passing a “face to face” interview with a well drafted résumé. The online identity that the youth gradually build from been a teenage to a job seeking adult determines their fate in the job market.
Social media outlets have allowed society to share more information than ever before. The often forgotten fact by internet users is that once a picture, Tweet, or post has been published to a social media site it forever becomes part of the annals of the web. While many believe what they do and say on a social media site will not affect their chances at future employment or provide grounds for termination, the reality is quite the opposite. A new trend has emerged in Employment Law in which employers are making employment decision based off of what they find in applicants or employee’s social media activity. The questions regarding the legality of this practice are extensive. While social media can be a powerful tool in recruitment of a potential candidate, much of the personal information contained on these websites are protected characteristics under existing laws that protect employees from discrimination. Employers need to careful to balance employee’s rights against the business needs of a company.
...or hiring the next CEO off LinkedIn, social media impacts many corporations as a whole. It is ultimately the employer's decision if an employee gets hired or not. Although, social media still seems to have an effect on recruiting employees. These sites can offer real insight about the employee and validate if the employer is making the right selection choice. The popularity, advantages, disadvantages, legality and the future all of social networking all influence many companies currently and show why it is valuable to hire employees through using it. In the future, the process of selecting employees through social networking could become a more regular process such as filling out an online application. Even though the future can't be predicted completely, it can still be made known that social media does have some kind of impact over a company's hiring decisions.
In today’s society, social media has become such a big part of our daily lives, affecting not only our “social” lives, but our works lives as well. Social media in the workplace can be a valuable tool for businesses but it can also cause serious problems on the job. Employers are faced with the need to develop social media policies that allow the company to secure the positive benefits of social media use while minimizing the negative effects. Problems occur when employees abuse the ability to have Internet access for personal use during work hours, post inappropriate things which negatively affects their online presence, or issues can easily arise in the hiring process. Employers must decide if the use of social media outweighs the potential
Because we live in a technological world. Most companies are relying on sites like Facebook, Twitter or other social medias to find recruits. According to hrcouncil.ca, “one study had shown that 96% of people looking for jobs use the internet.” And another survey conducted by the society for human resource management., “77 percent of companies use social media to identify candidates for positions.”
Recently, a hospital employee was fired because a supervisor at the hospital looked at her social media account and saw that the nurse was discussing patients on Facebook. This not only violated the hospital policy, but also the federal Health Insurance Portability and Accountability Act. The backside to looking at accounts before hiring is that companies could discriminate against religious beliefs, ethnicity or sexual preference. Lewis Maltby argues that social media searches like that are considered “fishing expeditions” and that the company shouldn’t be concerned about what he/she does outside of work, as long as they are performing well at their job, they should be good to go. But it is simply not that, many bosses are concerned that their home life may be brought into their job and wish to monitor to check on the employee’s well being. As an example, if hiring a police officer and look on their Facebook only to find that they belong to a lot of racist groups, it wouldn’t be good. Usually when companies are looking at social media accounts, they look at legitimate business reasons for rejecting the
Many believe that social media is essential for being employed for a high paying job, such as a lawyer or doctor, but it’s very far from that.
Many job seekers will face employment discrimination or perhaps to be treated differently because of their skin color, age, or religion. Although it is illegal to discriminate in hiring and firing, however, one of the mo...
...various businesses. Social media is now used in order to recruit and hire employees for different companies. For instance, the social media site, LinkedIn, has many social profiles of individuals that are thrown in a candidate pool for different jobs. Many recruiters can find their ideal candidate by searching for key terms that may match individual’s background or show up on their personal profile (Blacksmith & Poeppelman, 2013). Although this process may make it easier for recruiters to scout potential employees, the method has its limitations. Recruiters are basing their decisions off of information provided by the unknown individuals, information that could potential be false. Also, other trivial things, like people not updating their profiles or revealing photographs of themselves that are accurate may influence the recruiter’s decision to hire someone or not.
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.
Social media such as Facebook, blogs, YouTube have become major sources of hiring. LinkedIn is also very popular for the same reason. Social media has also become one of the easiest ways to improve productivity and to generate a natural interest in the work carried out by the employees ( Edosomwan et al., 2011)
The word recruitment is described as the procedure of choosing the workers and then registering them for satisfying the openings in the business. The procedure is employed to distinguish the possible citizens who are appropriate for carrying out a definite job. The procedure endeavors to discover the most excellent individuals for the job. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards. Selection is referred to as the preliminary phase or footstep of employment since for hiring the novel workers ' selection is executed first. In addition, no set criterion for the procedure of selection exists. The workers are chosen consistent with the nature of work in addition to because of their skills and proficiencies. Recruitment is carried out in money-spinning way and inside a restricted time phase. For several institutes, it is the key and main action that is executed since the selection of workers is of much significance. Clearly, the employee recruitment and selection takes part in an immense role in preserving the company’s position. Erroneous selection and recruitment influences the overall position and worth of the company. Therefore, Recruitment and selection are the procedures that are linked to any company’s human resource department.
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...