Social Networking in the Workplace

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.

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.

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.

In the business world, one of the biggest problems that companies and employee’s face is whether or not it’s ethical for companies to monitor their employee’s social media accounts. It is very common for companies to conduct Internet searches for their potential employees, in order for them to decide whether or not they should hire them. Many companies have also begun to fire based on what their current employees are posting on their social media accounts. Some employees believe these are major violations of their rights to privacy and feel that companies have no right being allowed access to their social media accounts, much less, fire based on them. However, companies have it in their best intentions to

Meanwhile, the research objectives were to: i) assess the effectiveness of social media use in recruitment, ii) examine trends in using the technology, iii) examining the role of social media in job-hunting from the job-seekers position and iv) provide recommendations for improving practice or gaining more knowledge through additional research efforts; here it is evident that the first four were met, while the fifth is addressed through the following

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

The exploding growth of social technologies has drastically altered the way people communicate. As a result, the utilization of social technologies to move a business forward has become widespread. Software tools such as blogs and wikis and social network platforms like Facebook and Twitter and other communication technologies are helping to advance businesses. These new technologies improve the way that tacit and explicit knowledge is recognized, categorized and distributed throughout a firm.

Social Media is a great way for someone to share information with people from different cultures and backgrounds. It is also a great way to stay connected to family and friends from all over the world. Also, a great way to get to know more about someone that you may have recently met. Social media has become a very important part of everyone’s life but this new activity has its advantages and disadvantages, especially in the workplace.

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.

Employers invest a great amount of trust and resources when hiring employees. Social media should be used in order to distinguish

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 networking is all the crave in today’s society. In 2017, 81 percent of U.S. Americans had an online networking profile, representing a five percent development contrasted with the earlier year ( ). Social networking in the working environment can be an important apparatus for organizations. It can, in turn, cause significant issues at work. Bosses are confronted with the need to create online networking approaches that enable the organization to receive the positive rewards of social networking use while limiting the negative impacts. Issues happen when workers take advantage of work web access for individual use amid work hours. Managers must choose if the utilization of web-based social networking exceeds the potential for negative effects.

Social media isn’t just for recruitment, by the way. Social media sites allow for a great level of communication. With consumers, a company can use these sites to keep them in the loop, answer questions, and simply interact with