Ryan Simpson Dr. Engle English 200 Analysis Essay How would you feel if one day you were going to a job interview and the interviewer asked for your social media passwords or maybe even a transcript of your text messages? This is a question that should be raised after the Alfred Edmond Jr. article “Why Asking for a Job Applicant`s Facebook Password Is Fair Game” published by Black Enterprise Magazine. Edmond states in his article that an employee has the right to ask for the Facebook password of a potential employee. The article “Why asking for a job applicant’s Facebook password is fair game” talked about the disagreement of whether employers should have the right to ask the applicants that they are interviewing for the password for the Facebook or other social media. The article includes both sides of the argument in an unbiased manner. Edmond discussed where certain times in which asking for the password is valid, as well as when it’s not. 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 …show more content…
The employer should always have the right to ask the question, however the employee has the right to decline because it is their right. Edmond discusses the different type of agreements that an employee and an employer can have in case the employee declines to give them their password. One of the possible settlements is for the employee to give the employer a certain amount of time for the employer to look at their Facebook. This agreement is valid in which the employee is able to determine what amount of time they are comfortable with giving the employer so that they feel comfortable knowing that they cannot look at their Facebook randomly whenever they
Facebook is the largest gateway to social media communication, allowing you to stay in touch with friends, family, and public. Therefore, if Jackson had concerns about a customer, the human resources department would have been a better option. They specialize in employee relation issues, while keeping all information confidential. In our business, we take pride in our image, while building trustworthy relations with all customers. Jackson’s behavior on social media could potentially harm the relationship with this customer, present and future customers. When one shares information on
“Why asking for a Job Applicant’s Facebook Password is Fair Game” by Alfred Edmond Jr. discusses on the argument whether or not an employer should have access to the Facebook account of their future employee. Edmond accounts for multiple events in his essay where asking Facebook password is a fair game, and also describes events where it’s not a fair game to ask for employee password. Inclusively, Edmond pivots on both views of the argument with great deal of explanation. Edmond explains argument on whether or not an employer should give access to their Facebook account with logic and his experience in the business sector.
Alfred Edmond Jr. is the vice president and editor at Black Enterprise. According to the magazine’s website, this “is the premier business, investing, and wealth-building resource for African Americans.” (Black Enterprise) The audiences targeted by this magazine are entrepreneurs and business leaders. The readers of the article can immediately sense Edmond 's authoritative stance as an employer. When asked on the show, Your Business, whether or not a business owner should be able to ask a potential employee for their Facebook
The privacy of human being has drastically changed with the advent of internet. On a scale of 1 to 10, the privacy of an internet user is a -1 or may be less. Social Networking sites such as Facebook, MySpace etc are mainly responsible for this privacy leakage. This short paper is dedicated to review the change of privacy policy by Facebook on December 2009 and its impact on public privacy and security.
Northeast BMW prides themselves on the principle of “treating [their] employees and customers the way they want to be treated” (Lopiano & Watson 2). However, this principle is not reciprocated when Brett Buckley, a Northeast BMW salesperson for roughly 12 years, decides to misuse social media. One of the few reasonable explanation why Buckley would post two sarcastic and mocking posts against the Northeast BMW and Northeast Land Rover dealership is because he honestly thought, the information posted on his personal Facebook was private. According to the text, “it was his Facebook page and that what he posted to it was none of Thompson's or any other manager’s business” (Lopiano & Watson 1). In other words, he thought his personal Facebook had
The author Tony Bradley starts the article with a metaphor of how companies are asking their employers for their facebook password which can be
Do you give it up or is this a ridiculous question? Alfred Edmond Jr. writes in his written piece, Why Asking for a Job Applicant’s Facebook Password Is Fair Game, how he believes that asking for a social media password is not pushing it too far. Although he admits this is coming from the business owner point of view. In the position of a future employee, being
As a job applicant it is against Facebook rules and regulations to share a Facebook password with other indivdual. In the text “why asking for a job applicants Facebook password is fair game” by Alfred Edmond Jr and “Facebook isn’t your boss’ business” by Doug Gross, both articles give and support a different perspective on whether job applicants should or should not be allowed to share Facebook passwords. In comparison, the texts come into agreement that it is not such a good idea to hand over a Facebook password as part of a hiring process because it is invasion of privacy and every individual is entitled to have a private personal life. To dole a Facebook password may also serve and work to sway a possible boss to hire or not to hire
Social networks have been making a splash in the internet world over the past couple of years. In some studies into the monitoring of social media activity by employees has
“When applicants apply, they will be asked to provide personal identifying information (under the guise of conducting reference/background checks). A computer algorithm will then use this information to elicit additional information from this applicant’s Facebook page,” (Case Assignment #1, page 2). When Malik Oden requests personal information from new applicants to use for a purpose other than background and reference checks, he violates the ethical principle of honesty. Not only does this violate the privacy of applicants, but it also begins a dishonest professional relationship on Malik’s part. Regardless of the possible benefit of this system for Malik, it is ethically wrong. Integrity is an essential characteristic of a good leader and
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.
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.
A growing hot topic, and cause for concern is the increasing use of social media in the workplace. The landscape for communication has changed, and the line between personal and professional communications has been blurred. How will your employer manage the risks associated with the use of social media and at the same time, gain the benefits that this media form provides? While many employers were initially concerned that employees would use company time and equipment for socializing with friends, they are quickly learning that many social networks can also be used directly for work purposes.
The article Why Asking for a Job Applicant’s Facebook Password Is Fair Game by Alfred Edmond Jr. brings up a controversial topic that has been gaining more and more attention. The topic this article talks about is whether it is fair for an employer to ask for an applicants password. Edmond is known for being on MSNBC’s Your Business, where he explained to many surprised viewers that he believes the answer to this question is yes.
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