Personal Social Media Analysis

People are responsible for what they post, so one should not get upset if a company rejects the application due to misconduct (Source G). Social Media is public, so everyone has the right to view anyone’s activities that they share on it. If one doesn’t want their material viewed, then they should keep their profile private.

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

Privacy is one thing employers are violating on social media. When potentially hiring a new employee and picking one, the ones that do not get hired are discriminated against purely because they were not chosen. It is alright to check legal records to make sure the person you are hiring does not have a criminal record and that they are legally in the country. That is good practice for anyone especially an employer looking to hire. There is no need for potential employers to check potential candidates Facebooks, blogs or any other social media site because it is not necessarily information the employer needs to know or wants to. If the employer wants to know something about a candidate they should ask them

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

In the case background, there is a differing of opinions concerning the hiring and selection process of the various qualified applicants from the program director and the internship applicant reviewer. The program director feels that the institution has little control or regulation over a student’s personal life; however, Johnston feels as if the social media platform is an extension of a person’s professional behavior. Nevertheless, this case study raises the question of: To what extent should social media be used in the hiring and selection process of qualified

In the age of social media, every online user has been monitored, whether it was by a company looking at their Facebook, a school checking Instagram, or a friend creeping on Twitter. Today, people live in a social media fishbowl, and it’s pretty probable that one of the people watching you might be your current or potential employer. According to CareerBuilder, 52% of companies review job applicants’ social media profiles before hiring them now, up from 43% in 2014. Obviously, It can be kind of embarrassing for a company if one of its employees, who represents them, does something illegal via social media or posts offensive content. Also, student employees are much more hard to keep track of and monitoring their social media may help companies

According to Renee Fricks, vice president of human resources at Imperial Capital, “Your social media profile can be more revealing that your resume” (Cohen, 10). Social media has become a normal use of technology of an average college student. From Facebook and Twitter, there is a means of connecting students on diverse planes via the Internet. This allows employers to search any potential job candidate’s social media to investigate user’s posts to determine if they fit their position and hold themselves with high moral regard. If students do not monitor what they post, potential employers may be turned away because of inappropriate pictures, conversations, or other behaviors. Learning about proper social media uses can prevent qualified candidates from losing job opportunities.

A total of 122 questionnaires were completed. 87.7% of these were aware that their social media can have a negative impact on their recruitment yet 40% still had content on their pages which could affect their future careers. Facebook was the most popular social

With the evolution of technology, social media sites are growing in popularity. From Myspace to Facebook and Twitter to Linkedin, social media has become part of everyday life for most people. Statistics show that ninety eight percent of adults age eighteen to twenty four use social media in some form (Brain). This age group is entering the workforce and it is important they know their rights regarding their personal social media accounts and how the information found can be used by their employer. It is also important that they know what rights the employer has in protecting itself from social media used by its employees.

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

“Tweet that!! Post that pic on Instagram!! Slide in my DMs!!! Add me on Snapchat!!!” These are the phrases our generation love to use when we try to interact with one another. Social media is a great way to open up opportunities and can assist us with getting our merchandise/business/art promoted or advertised for the world to see. However, there are numerous ways that social media can ruin people’s reputation/careers/future in getting a job. Today I am going to provide the positive and negative features of social media.

Social media gives employers the opportunity to see the true image of how candidates behave in a variety of real social situations, rather than the glimpse provided by the typical 20-30 minute, staged interview, in which the candidate will most likely behave differently anyways due to nervousness or stress. This can give great insight to what it will be like to work alongside a candidate.

The goal of any business is to be successful. Business’ need to hire personnel that can communicate clearly and effectively. This verbiage is noted in job descriptions for both blue collar and white collar jobs. Furthermore, company recruiters are actively engaged in finding qualified personnel, in a diverse job market. Additionally, jobs and potential employees are in global competition; do to technology, which has brought borders closer. One of the technologies, is social media, an internet based application; in which one can share information, ideas, career interests, etc. Facebook,Google+,Instagram, LinkedIn,

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

Social media can be too informative at times. Suppose you were looking for a job and applied but the chances of ever being hired were ruined because of what you post online. The fact that one can be chosen to be looked up and be reviewed on based on their beliefs. For example “someone applying to become the new head of a science department. The applicant had attended conferences on creationism and posted notes online. Someone from the steering committee saw them and voiced concerns and the applicant was turned down” (Fox 7). It creates a mindset of having to second guess what you post due to the possibility of it affecting you in the future. Even if you do get hired getting passed the screening there is still the employer’s awareness to posts that you may have to take into consideration. There is a chance of being terminated if you were to post something the employee may deem notable to consider letting you go. However