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. .
Over half of the applicants found on search engines and nearly two-thirds of the applicants found on social networking sites were not hired as a result of the information found on the sites. (Source H) Things found on the internet or social media are almost always taken out of context and doesn’t show what the person applying is actually like. Admission offices and employers are more likely to start and use social media to look up applicants. This can make it harder to get into a school or business if you have a social media account. According to and NACAC article, Eighty-eight percent of admission offices believed social media were either “somewhat” or “very” important to their future recruitment efforts. (Source B) Colleges now a days always look to see if applicants have a social media account that means that if they get access to the account there is a 38% chance that, that person does not get accepted. One-fourth of colleges surveyed indicated that they used Web search or social networking
O'Shea, Kellie A. "Use Of Social Media In Employment: Should I Hire? Should I Fire?." Cornell HR Review
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...
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 seems to be the latest sensation among today's society. Popular social media websites such as Facebook, Instagram, and Twitter are dominating the internet domain. Social media includes various websites of different people's online profiles of information that they choose to share about themselves. It also connects people to each other through different streams of media such as videos, pictures, and commentary. According to Social Media Today, "seventy two percent of all internet users are now active on social media" (Romeri, 2014). Facebook has over one billion users and Instagram has over one hundred million active users (Romeri, 2014). These statistics exemplify the heavy usage of social media that is being done by our culture. Therefore, it is important to recognize the impact that social media carries upon our communities and how it affects different aspects of everyday life. One aspect of life that social media is starting to impact is the job world. Thorough various pieces of research, it has been demonstrated that employers are now using several different streams of social media in order to discover possible future employees. As a result, it is becoming more evident that social media influences the selection and recruiting process of employees in the workplace.
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.
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.”
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
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.
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.
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...
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 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...
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)
“Recruiting and Marketing are Top Benefits of Social Media.” HR Focus 87.1 (2010): 1: S1. ProQuest Research Library. Web. 24 Apr. 2014.