Online Presence Impact on Life and Career Internet and technology have great influences on life and daily activities. This paper discusses the author’s experience in her online presence research. The paper explains the author’s point of view regarding the use of online presence as a factor in the hiring process. In addition, the author of this paper identifies some changes that she may need to consider regarding her online presence.
Online Presence and Organizations Many organizations may use the internet for many purposes such as marketing products and advertising vacant jobs. Human Resource (HR) professionals may use technology in many ways such as filtering the applications using a software that includes elements such as job
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However, National Labor Relations Board Act regulated the social media use in work. “The National Labor Relations Act protects the rights of employees to act together to address conditions at work, with or without a union. This protection extends to certain work-related conversations conducted on social media, such as Facebook and Twitter” (National Labor Relations Board). The act takes the decision regarding a situation where employer's violation of Federal Laws may occur. Thus, many organizations may be concerned when choosing their new employees to ensure that they use the social media in a good and ethical way that reflects their …show more content…
“The overwhelming majority (87%) of recruiters find LinkedIn most effective when vetting candidates during the hiring process — especially those under 45 (90%)” (Jobvite Recruiter Nation Report 2016, (2016), p. 14, Revised). Also, it is very important to research self before applying to jobs especially good jobs to avoid unexpected surprises. When looking for a job, it is essential nowadays to consider self-marketing strategies. Polishing online presence is an important factor in many organizations’ hiring process. According to Jobvite Recruiter Nation Report 2016, “51% of recruiters say that employee branding is the number one investment that they will increase in the next year” and “50% of recruiters cite social media as a close second” (Jobvite Recruiter Nation Report 2016, (2016), p.11,
The drawbacks to these types of programs are very few. They all streamline the processes of employee compensation, time keeping, benefit schedule and timeframes for evaluations for improving productivity. These chores used to be done by hand, filed by hand, and updated by hand, this could be, depending on the size of the company and the number of employees, a daunting task, expensive in and of itself. However, having said that these programs make an HR professionals’ life a bit easier, one would tend to think about those individuals in the workforce who are not computer literate and therefore may be unable to access such programs. It is true that time will correct this situation as most school age children today have learned computer literacy but until then a solution must be made available for this factor. Other than the problem of the computer illiteracy these programs are viable and a valuable tool to help in sust...
Companies have determined what an employee does while at work or away from work on social media can greatly affect the company’s image. For example, the National Football League (NFL) has a code of conduct policy that holds employees of a team and organization accountable for the employee’s comments on social media. An employee, on their own time, is no longer a private entity, acting on their own accord without consequences from their employer. This new approach to managing a company’s image or message dictates how a company monitors and responds to acts, whether they are behavior, speech or actions they find inappropriate.
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.
Social media has immensely evolved in how many companies and employers do business in recent years. It has helped many companies grow and expand by usage of social media by mass and instant communication and advertising through this technology. Like anything, there is a side effect. The social media "downfall” is the subject of employees bashing their employer's reputation in regards of employee’s communication via social media about their employers. With such controversy, the National Labor Relations Board (NLRB) has had to step in to distinguish what is considered lawful of unlawful termination due to these actions by employees and their employers. The question to ask if such an issue should arise is to determine if it is concerted activity or not. This will help the NLRB determine if proper disciplinary procedures have been taken.
First, we will nominate a small committee that will mediate amongst each other. After the committee has a contract written up about the rules of social media use, a type bylaw shall be set in place for the company to follow. The bylaw should include the manner at which the employees should carry themselves outside of the corporation, including what they post online. The way they portray themselves in the office is the same way they should be portrayed out of the office. We shall set an amount of warnings or strikes that employees can receive before being sent for employee review.
...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.
There are many cases of employees getting terminated because of what they have said on social media and in some cases it is warranted. Terminating employees based on what they say on the internet is valid, although employers should not go out of there way to monitor their employees but if you’re friends with your boss on any social media platform and they see what you have said about your job that should be grounds to terminate you if you're employer sees it valid. There are many states that have laws protect employees but the more restrictions there are for firing employees the more hesitant employers are to hire people. For example if it was illegal to fire an employee for slandering there employer then companies wouldn't want to hire people
During the past decade, the internet has revolutionized and changed the way organizations do business by offering rapid communication systems and enhanced information access and innovation of technological advancements have created a brave new workplace. Further, the internet enables organizations to decrease expenses, reduce product life cycle time, market goods and services more efficiently (Anandarajan et al, 2000). However, with these kinds of benefits, the internet provides employees with a technique
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...
Certainly, a hiring manager’s perception of your online presence is subjective, but the survey showed that of the employers who screen candidates via social networks, about one-third of them found information that caused them to hire a candidate. (Yes, you read that right. It resulted in them HIRING A CANDIDATE!) Those findings include: • Candidate’s background info supports job qualifications – 44% • Candidate’s site conveyed a professional image –
As the day goes on, one grows anxious to hear the ring of the phone, the sound of a fax, or the knock on the door saying "we want you". As easy as it may seem, getting on the right track to pursue a career is a long and treacherous process. Companies just do not have hours at a time to sit down and study each person's profile. They need something quick and easy to access. That is where the World Wide Web comes into play. The thought of site where thousands of qualified applicants could be accessed with just the touch of a keystroke. An electronic resume database, a database or index of resumes that can be viewed by an employer seeking to hire someone for his company. These databases are continuing to grow more popular as we speak. They have become the ultimate source for anyone looking to expand his horizons in the working world. The focus of this report is to inform the struggling job seeker that there is light at the end of the tunnel. Through these database services, one has the opportunity to be found out by thousands of big name companies. One might think that no big company is going to actually contact me just by looking at my resume on the Internet. As odd as it may seem, most big companies do recruiting on the net. From MCI to Microsoft, one could work anyone of these big companies-just by posting himself on the web. In this report, a series of 5 resume databases will be discussed. The summary of each database will include:
We can now connect with each other instantly over the internet. It is quicker and easier to communicate and share with each other now than it has ever been. Massive amounts of people access the internet every day, and a good number of them are using social media. This means that the ability to use social media and use it well is crucial for modern businesses. Whether for public relations or advertising social media is now one of the best ways to access consumers. Especially when it comes to younger generations, if you aren’t online you don’t exist. Social media is an excellent way to establish a presence in the minds of consumers. They can interact and establish a connection with an organization instantly. Social media is cheap and its everywhere. If a business hopes to compete in the modern world having a social media presence is absolutely
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