Introduction
The year is 2013, so there is no surprise that the general public use technology for the majority of our daily lives. We use it for entertainment, business, and day-to-day communication. We also use it to keep in touch with family, friends and old acquaintances. Technology has especially been beneficial for the workplace. Telecommuting and teleconferences are just a couple of alternatives to old fashioned face-to-face business. This, and the rise of various social media sites throughout the past decade has shaped the modern business world. Through these sites, people can share interests, opinions, life events, and random day-to-day activities immediately. With the social media movement growing rapidly every day, the amount of information flowing through cyber space has become harder to contain and protect. To many, privacy is now considered a lost concept.
Social media has also become an important tool to use in business and hiring processes. In the minds of human resource departments everywhere, social media sites can be considered a helpful one-stop shop for determining whether or not a candidate is ideal for employment. Sites such as Facebook, for example, can provide employers with insight into a potential employee’s pastimes with a few clicks. A few searches can shed light on violent tendencies, or one’s history with past bosses, supervisors and others in higher positions. Discovering information like these can affect a candidate’s persona and the employer’s initial hiring decisions.
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There are many impending questions regarding using social media as a selection tool. First, is it ethical? Does the employee have a right to know if their online profiles are being searched? Are they required to give their ...
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Social media plays many different roles within how it affects a firm’s knowledgeable workforce, job creation, applicants’ active employment searches, triumph deals that improve a company’s reputation and market position, and employer’s competitive benefits and wages (refer to the Appendix). Therefore, Best Buy’s HR must consider social media either as an opportunity or threat after assessing this global trend impact on enterprises.
Social media’s usage in employment decisions has emerged as a contemporary problem in Employment Law for several reasons. The first reason for this trends development is the excessive usage of social media websites. According to a recent Pew report 65% of adults who use the internet have a social media presence in some form. (Hidy 70) With that in mind employers have begun to use the information found within a social media website to obtain information they do not otherwise get on a resume and in an interview. These web pages can give the employer and insight into the true nature of an applicant. However employers need to approach the information on social media websites with care as these sites are easily manipul...
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.
Social media sites are now finding their way into workplace. Now, social media sites are not just a place where you post photos of your pets wearing cowboy hats. Human Resource professionals now see Twitter, LinkedIn, and Facebook as an avenue for finding and recruiting promising potential employees. A survey carried out by the Society for Human Resource Management (SHRM) revealed that 77% of firms use social media when selecting candidates for positions. (Global HR Research, 2015). However, weighing the benefits and risk of using social media in hiring decision making is a significant risk that professionals advice should be considered when designing a recruitment strategy. According to a research from the Institute for Employment Studies (IES) and ACAS, approximately half (45%) of human resource decision-makers now make use of social media tools when recruiting; with a further 16% planning to do so in the future (ACAS, 2013).
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“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
...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.
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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.
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...
Since the introduction of internet in the 1990’s, its importance worldwide has always grown tremendously. From the first email send to the domination of Facebook and other social media websites, it has changed the way people communicate. The use of social media is increasingly becoming the preferred way people share their daily activities, ideas and knowledge and that is why it’s the most talked about and used platform. Many companies are encouraging their employees to use various social media platforms and engage online for office productivity, posting opinions and presenting their thoughts. Corporations realize that Social Media tools such as blogs, forums, podcasts and social networking websites makes internal communications faster, more convenient and effective. Social media is a low-cost, high-impact tool that can also complement and reinforce your existing communications efforts. It gives a new dimension to internal communications in many ways: building relationship with employees, leads to diverse thinking and innovation, and reduce costs and Increase Productivity. Social media has impacted positively in the business world, but its downside has impacted teens in high school, with issues such as cyber bullying, and people using Facebook and twitter to get over their boredom and research proving that the more they use social networking websites the more envious they feel.
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.
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In the year of 1971, the very first email was sent and delivered. Since then, the world has seen tremendous advancements in technology and social media. Long distance communication has transformed from hand writing and mailing someone a letter in order to reach him or her, to typing someone a quick text message on a smart phone. These advancements have significantly improved the way the world communicates with one another and has connected lives in ways never thought possible. But at what cost? Social media sites such as Facebook, Instagram, and Twitter have provided a popular means of communication, but not without the expense of privacy, self-esteem, and a sense of connection. Privacy is an issue for many users of social media sites because
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