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Essay on effects of social media in workplace
The effects of social media in today's workplace
Impact of social media on hiring
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Employee Background Checks
Having a background check done on employees is a very important aspect of any company. It does allow the employer to obtain certain information about an individual if they lie on an application about their personal or work history. There are a number of things that proves success that background checks is appropriate for many reasons and should an employer be responsible if a catastrophic event should take place. Although companies do pull background checks for many other reasons such as credit history, they are mostly pulled for criminal background records. Think about it for a moment, what company wants to hire a convicted felon, not knowing if the employee will go postal at the work environment at any given moment of any day.
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The biggest social media culprit is Facebook; think about it if a company employee or potential employees post their entire life history; why pay for a background check when an organization can get it for free. Although Facebook is a great source of information for potential employees some of the information is not always accurate. Who verifies the information that is put on Facebook as well with other social media sources? According to (Greenwald, 2007), “researchers and practitioners suggest that organizations must use a lot of caution when hiring applicants by thoroughly investigating their backgrounds. Though the process might be an additional step in the hiring process; it can save organizations a lot of liability and most importantly ensure a safe working environment for employees”. Although in some cases, what you do on your personal time or on social media could affect your business life. When seeking out potential jobs, you should always be truthful and if something comes back on a background check, have a good explanation for what was
The use of criminal record databases by employers has greatly increased since the 1990s when the information first became relevant (Appelbaum, 2015). The biggest rise in background searches began after the terrorist attacks in New York City on September 11, 2001. Mr. Uggen, a criminologist at the University of Minnesota, states that there is a problem with criminal background checks considering most employers have no idea what they should be looking for. With every business owner having different concerns about potential applicants, “we haven’t really figured out what a disqualifying offense should be for particular activities (Appelbaum,
A background check is generally a further investigation on one 's criminal and financial records. Background check requirements vary depending on their purpose. Specifically, the National Instant Criminal Background Check System is a United States system
For example, Rosen states, “According to a recent survey by Microsoft, seventy percent of U.S. recruiters report that they have rejected candidates because of information found online,” (Rosen, Para. 3). Most of the time it is a necessity for companies to do online and background research on candidates because of wanting a safe environment to work in. Social media sites are the fastest way to see who a person truly is. But sometimes it can just be a character they posses because that’s what they’re followers want to see rather than their true self.
In order to diminish police brutality, excessive force, and prejudice behaviors in the police officers, several actions must be set in motion. The police hiring process, training, in-field monitoring, and disciplinary actions must be adjusted to eliminate discriminatory actions against citizens. Likewise, it is a necessity for citizens to be informed of their rights, civil liberties, and how they can resolve corruption within the justice system. These actions seek to shrink the number of minorities who are racial profiled and brutalized by police officers. A more stringent hiring process, it will help curtail unethical and unprofessional police officers. Police training must be altered so that situations are handled safely and impartial. In-field monitoring with eliminate police officers from managing to catch police officers who brutality handle citizens. Disciplinary actions help to prosecute police officers to break the law. Lastly, if citizen are informed of what they should about corrupt police officers and a poor justice systems.
With social media websites being the main hub of personal information, advertisers are consistently monitoring our social media activity, having the ability to look into our personal information. In the article "Advertising and Consumer Privacy: Old Practices and New Challenges." by Justine Rapp states, “Fueled by advances in capabilities and interconnectedness of computer based technology, advertisers are able to collect and assimilate information on consumers like no other time history” (51). Facebook has become the number one, social media website around the globe. It is the most popular website used by personal and business users in today’s society. In the article “Using Social Media to Reach Consumers: A Content Analysis of Official Facebook Pages” by Amy Parsons states, “As of July 2011, the social network site Facebook claims to have over 750 million members and in the terms of activity.” (27), making it easy to meet and connect with others. Facebook is considered the “hot spot” for online social activity, however, it exposes personal information about its consumers to
Checking social networking profiles is an acceptable practice for potential employers or college admission officers. Students who post on social media
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.
...HR professionals, but can be a dangerous ‘foe’ when used inappropriately.” (Davison, Maraist, & Bing, 2011) As long a recruiters apply uniform reviewing techniques social media can be successfully to help in hiring qualified individuals that will meet the needs of the company.
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.
This is yet another way of invading privacy. In the past, employers would only know what you told them in your interview. They would assess your skills and determine if you were right for the job, aside from knowing your beliefs or views. However, now with Facebook an employer can see all the personal information, this can negatively influence a candidate’s job. The same goes for those who are currently employed and potential students. “Dr. Nora Barnes, Director for the Center of Marketing Research at University of Massachusetts Dartmouth, published a study that showed more than 20% of colleges and universities search social networks for their admissions candidates” (Fodeman). This is becoming a part of the admissions process, but it is unfair. Searching someone’s Facebook to determine his or her admissions eligibility is wrong and a privacy invasion. As long as a student has fulfilled the school’s requirements and done well in school, why should it matter what their personal lives are like? In the time before Facebook, this would be like a school sending someone to secretly follow a potential student and see what he or she does in their
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...
The first aspect being addressed is the problem with social network sites exposing information. Social networking has created an environment where it is nearly a duty to expose oneself. Profiles on these social websites are updated everyday with personal information such as locations, status, and future plans. Anyone can search another’s name and find information about their history, pictures, and activity. With the help of social networking sites...
In society, most people will work for many different reasons. Some will work based on the needs of money to survive, some require money to feed their love ones, and some just need money for their own leisure. In life, most people work just to stay busy, and even work until it’s time for them to retire. When applying for a job, the employer will ask for a résumé or a job application. When the information is given, it contains a work history which is a detailed report of all the jobs that a person has held, including company name, job title, and dates of employment. Companies typically required that applicants must provide their work history when applying for a job. A person’s work history is used by prospective employers to verify the information that a person has provided and to be contacted by pervious employers for background checks.
..., which can result in decreased productivity. An employee may be spending more time viewing their friends’ posts and pictures, rather than focusing on their job. Social media can be addicting to some people. This should be monitored by all business owners. Employees can attend a party with people taking pictures, and then the pictures can be misconstrued or distorted. Online reputational concerns can be critical for businesses along with their employees. It can result in loss of employment, loss of economics, and unforgivable social humiliations. Businesses are at another disadvantage while using social media because followers can post negative comments on the business’s Twitter, Facebook, and Instagram site. Also, a hacker can retrieve the company’s page and post false information. A business or organization’s reputation will suffer from these actions. (Oravec 97)
As we have discussed in this course employee relations are a very important concept for organizations to pay attention to. As defined in the Dailey lectures employee relations is “The psychological contract between employee and manager” (Slide 2, Introduction to communication). This definition illustrates that there is an obligation from employers to their employees. The Dailey lecture also offered another definition of employee relations from Cambridge Dictionary, which defines employee relations as “the relationship between employees and managers in a company, especially whether the employees feel happy with their working condition and involved in making decisions” (Cambridge Dictionaries Online). Communication is a very important ingrained