Facebook group project 1

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  • http://oregonbusinessreport.com/2009/08/45-employers-use-facebook-twitter-to-screen-job-candidates/
  • http://oregonbusinessreport.com/2009/08/45-employers-use-facebook-twitter-to-screen-job-candidates/
  • Facebook group project 1

    1. 1. FRIEND OR FOE<br />By Nick Hoban, Justin Cowan, Nick Yeager, and SimonaIskander<br />
    2. 2. Facebook for Businesses<br />Used to check backgrounds of current or future employees.<br />Easy way for people to communicate.<br />Allows work to be accomplished without being in the same room.<br />
    3. 3. Pros <br />Companies are able to check out a person before hiring them.<br />Able to make sure there is no hidden history.<br />Companies can look at photos to see if the applicant does anything illegal.<br />
    4. 4. Pros cont.<br />Job may require someone who isn’t bias.<br />Open minded<br />No specific views on things (religion, race, ect.)<br />May help find out if someone is more/less qualified for the position. <br />
    5. 5. The Downside of Facebook <br />There are a lot of reasons why employers won’t hire a person.<br />From pictures you post as well as the ones your friends post. <br />Even the grammar a person uses in a post can be taken into consideration. <br />
    6. 6. The Downside of Facebook <br />Facebook is being used as a way to screen perspective employees<br />Employers go through a person’s profile and judge that person on what they find.<br />They will use what they find to determine if they are the type of person they want to hire. <br />
    7. 7. Why Employers Disregarded Candidates After Screening Online<br />Candidate posted provocative or inappropriate photographs or information – 53%<br />Candidate posted content about them drinking or using drugs – 44%<br />Candidate bad-mouthed their previous employer, co-workers or clients – 35%<br />Candidate made discriminatory comments – 26%<br />
    8. 8. Why Employers Disregarded Candidates After Screening Online <br />Candidate shared confidential information from previous employer – 20%<br />16% dismissed a candidate for using text language such as GR8 (great) in an e-mail or job application.<br />
    9. 9. Legal Issues Related to Employment and Facebook<br />Presumption of innocence in the Constitution of US follows from the 5th (No person shall be held to answer for a capital, or otherwise infamous crime, unless on a presentment or indictment of a Grand Jury), 6th, and 14th amendments.<br />
    10. 10. Legal Issues Related to Employment and Facebook<br />A person can definitely have a case against an employer if he/she is denied employment base on assumptions from Facebook, if he/she can prove itwas the reason for denying employment.<br />The person in case can hire a lawyer on a contingency fee which usually is 20-25% from the material damages a jury can decide to be paid. <br />
    11. 11. Legal Issues Related to Employment and Facebook<br />Nothing is private on Facebook in the case of a trial.<br />In recent months, two state courts have granted defendants access to private photos and comments.<br />Many employees that have been fired because of the information they shared on Facebook have sued their former employer.<br />
    12. 12. Legal Issues Related to Employment and Facebook<br />Not many that have been denied employment based on Facebook info have sued the potential employer yet<br />Beside the 3 amendments in the Bill of Rights that portray this, there is not a legislation to make it illegal yet.<br />Very soon a bill for networking sites will be proposed.<br />
    13. 13. ETHICAL ANALYSIS<br />How ethical are the employers?<br />
    14. 14. Step 1: Identification of The Facts<br />Who Did What?<br />“Corporate and governmental [employers] infiltration of prospective employees [Facebook] profiles and the friends of prospective employees profiles,” to determine if they should employee them or not.<br />
    15. 15. Step 2: Dilemma and Higher-Order Values Involved<br />Dilemma:<br />Employers are hiring/not hiring people based on the content post on their Facebooks.<br />And Employers are tearing through current/ potential employees’ Facebooks, to try and find any vulgar or inappropriate content on their Facebooks.<br />
    16. 16. Step 2: (Continued)<br />Higher-Order Values Involved:<br />The Higher-Order Value for the employer is protection of property.<br />In that they want to make sure the person they hire is not someone who will cause physical to damage to their property or other employees.<br />The Higher-Order Value for the employee is privacy.<br />Do the employers really need to know their potential employees’ personal interests listed on their Facebook?<br />
    17. 17. Step 3: Who are the Stakeholders?<br />Who are the Players in the Game?<br />The players are:<br />The employers<br />They do support infiltrating people’s Facebooks to make sure they do not hire a lunatic.<br />The employees/Potential employees<br />They do not support their Facebooks being infiltrated, because it is their personal material they may or may not want their employer to see.<br />
    18. 18. Step 4: Options that YOU can take<br />Take it to court<br />Organize a Protest<br />Organize Legal Case against the <br />employers <br />OR<br />Delete Your Facebook<br />They are Easy to delete or deactivate<br />They cause procrastination<br />Weird people creep on them anyone, aka Art Fifer<br />
    19. 19. Step 5: Potential Consequences of your Options<br />If you take it to courtyou could<br />Lose a lot of money in legal cases<br />OR<br />If you delete your Facebook you could<br />Drastically hurt your social life<br />Not get tagged in like a million red cup pictures<br />Be forced to make a Facebook anyway by your employer<br />
    20. 20. So the Ethical Question being asked here is?<br />Is it ethical for an employee to:<br />Search an employee’s Facebook?<br />Evaluate their Facebook friends?<br />To Deny them employment based on content on their Facebook?<br />
    21. 21. From the Employer’s side<br /> Using Facebook prevent you from hiring <br />John Rambo<br />Or<br /> Van Wilder<br />

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