Effects Of Social Media On Employees

Many individuals have resorted to social media to connect with friends or strangers alike. Social media has also encouraged people to display private conduct to the public. Many colleges and businesses have resorted to viewing an applicant’s social media for work force readiness. I believe this is a good strategy, because it can eliminate competition in the work place.

Private information that was previously segregated now becomes easily accessible to employers, colleagues, recruiters, and clients, among other perhaps unintended audiences” (Abril, 2012, para. 4). Yes, most social media sites attain privacy settings but one must always remember there are hiccups in everything on the internet and no guarantees leaks will not occur.

However, some people may think them looking at an applicant’s social media profile is an invasion of privacy but they should know that anything they put out on the internet is public information for anyone to see. Social media can be used as a great asset in figuring out who to admit to their college and who to give the job everyone applied for. Colleges and employers should continue to use

Employers on our social media, this is a fact that everyone in this age accepts but do not necessarily like or want. Some people say it is okay to check social media when looking for who to hire, but this infringes on privacy rights. If an employer finds something discriminating on a profile and decides not to hire the person this is not okay, even though some may say it is because you want to know what you are getting into. An employer could find information that was not even true on social media, this would not work in favor of employment. It is not okay to check social media when employers are hiring because it invades privacy, discriminates and the information provided on the site could be false.

Sites such as LinkedIn helps recruiters in recruiting candidates by expanding the reach of their personal networks, contact candidates directly, and manage an array of talent (Schawbel, 2012). With most people being aware that employers do reference their profile for character check, people do believe that employers have the right to view their information in order to learn about the candidates’ personality and to ensure the person is not a liability (Budden, Elkersh, Vicknair, & Yancey, 2010). In conclusion, employers should be using social media only for job-relevant purposes. Employers should take specific steps

Prof Warren from Deakin University indicates researchers have found that a lot of business organisations have no policy regarding social media, with very few offering any social media training at all.

Edmonds experience in the field of business allows him to make valid points in the discussion. Edmond believes that an employer should have the right to ask for the Facebook or social password for different reasons. One of the reasons that makes this event possible is the

On the other hand, many employees more and more feel violated and disrespected. The world has become more digital which involves many aspects of a person’s life to be online. Over a billion people use Facebook regularly, where they upload personal information. The question is, do companies have the right to search Facebook to discover more about the person. In the article, Employers Use Facebook Too, for Hiring by Mary Oleniczak et al., Oleniczak demonstrates the lack of privacy workers are receiving. People on social media never post their whole story. Only some aspect of their life show up. If an employer looks at the site, they see one side of a person, they see a personal side that does not involve their work life. Also everyone is human, which means people can be selfish and rude. So maybe on a person’s site, that person seems great but another person keeps bashing them because for some reason that person does not like the other person. The basher makes the person look bad even if it is only the basher’s point of

One major issue with the current use of social media is the policy of employers investigating their employee’s social media accounts. As Michaela Whitbourn of The Age notes, “The use of social media accounts to assess candidates for work, education and other opportunities was "an area of growing concern"(Whitbourn 1). In a world where political correctness and social justice reign supreme, businesses want to ensure that they are legally secured in the case of any negligence an employee may incur. Today, many companies would consider risqué or controversial social media posts as forms of negligence. There have been many occurrences over the last few years when an employee has been fired after making an insensitive, inappropriate, or immodest post on Facebook or Twitter. For example, “Ehling, a paramedic and nurse was terminated from her employment and sued… the key issues revolved around a Facebook post she made suggesting… paramedics should have allowed a patient with offensive political views to die”(Malouf 2). In fact as evidenced in another example, social media can disable someone from obtaining employment in the

Internet background checks are a wave of the future, and it is here now. “Internet background checks” refers to the process were employers gather information from the internet about a person-in this case, a job or college applicant, to determine as much as possible of the applicant before they hire them (Rainey; Reicher). With a click of a button, one can type in someone’s name into google, an internet search engine, and find information about them in a second. Social media networks such as Facebook and Twitter allow one to keep in touch with friends and allow you to meet new people. In which, many people spend hours each day updating their profiles, messaging their friends and clicking through photo albums. However, these social media networks are also means for employers and college admissions to see into an applicant’s real life. To see what type of message they are sending, and validating their applicant’s resumes. To some people, this may be unethical. Because of this, internet background checks are a controversial topic due to some people debating that internet background checks are an invasion of privacy. However, with increasing competition for job titles and school admissions, employers and college admissions need a way to insure they are making the right choice when choosing an applicant. Admissions and employers want an applicant that is a good fit for the culture based on the image

Utilising social media for business has been a strategy of human resource management in hiring process. Internet and technology has revolutionised the way people live and also led employers to attract and screen potential candidates on social media, such as Linkedin and Facebook (Zamaria C, 2007). The features of online platform make social media become a common method of attracting applicants for human resource function. For instance, the speed and no geographical limits are distinctive features of online recruitment (CIPD, 2010). A survey conducted by the US Society for Human Resource Management found that the number of organisations that reported using social media as an HR recruiting tool had grown from 56 percent in 2011 to 84 percent in 2015 (SHRM, 2016). Some researches reported that the use of social media is an inevitable trend of hiring strategy in the age of Internet; therefore, employers could not ignore the

Social networking sites are a dangerously sharp double-edged sword. Professional sites such as LinkedIn can showcase one’s talents and provide an advantage within a large applicant pool while personal sites, such as Facebook, Twitter, myspace, even YouTube, if used irresponsibly, can make public many aspects of an individual’s private life which can reflect negatively, when viewed by others. The article “Didn’t get that new job? You need a better Facebook score” (Garling) highlights one of the many ways prospective employers can quantify someone based on their social media presence. The article describes a process whereby hiring managers rely on a consulting firm of sorts. This firm provides a score for each applicant based on their social media presence.

Social media is becoming an increasingly common feature of
the world of work and this trend looks set to continue. This application of communication technology or computer mediated tools have developed rapidly in our lives. Survey such as that conducted by CIPD (2013) have shown that while only a quarter of UK employees use it in their professional lives, this increases to 42% among employees aged 18–24. The innovative operation mode of social media has not only successfully drawn the attention of industry and academia, but has also boosted user growth, especially in the younger generation.

Almost everyone in developed countries, during this day and age, has social media accounts. There are many platforms of social media including but not limited to: facebook, twitter, instagram, snapchat, myspace, linkedin, etc… And there are many reasons for using these social media platforms such as: keeping contact with old friends and distant relatives, meeting new people and sharing life experiences with people around the globe, or stalking that cute girl at work but never making contact. Among these reasons, and many more is the controversial topic of whether job employers should be able to use of social media to look up applicants. I believe job employers have a right to look up potential employees because doing so would allow them to

1. Companies already spend time researching their potential employees on social networks. When they make selection processes they dive between portals like Facebook, Twitter or LinkedIn, to capture information that does not appear on a resume, or to detect hidden tastes and hobbies. Most companies have looked at how candidates interact on social networks: how much and what they write, how they appear in the photos and with whom, they are just some of the aspects that may be key to future recruitment. Many companies claim to have rejected a candidate, considering their way of expressing themselves in networks that do not conform to the style of the company. The candidate must know himself well, and