A quick look into the use of a social networking system while screening a job applicant.

1.  37% of employer’s now view potential employees’ Facebook
pages during the screening process.
 Another 11% of screened managers say they do not currently
use social media screening but plan to implement the process.
 While 15% stated that it was against the company’s policy to
investigate a potential employees’ social networking site.

2.  To see if applicants represent themselves in a professional
manner
▪ Such as inappropriate photos
 Confirm any claimed qualifications
 Look for any potential openly excessive use of drugs or alcohol
 The possibility of lewd or discriminatory remarks that may
conflict with laws currently in place to protect employees from
being subject to discrimination or prejudice.
 To see what kind of communication skills the candidate exhibits
publicly as it may give light to how they will conduct their
communication in the office.

3.  Employers have been reported as asking for a potential employee’s
password during an interview leading to new policies and legislation:
 According to Facebook this can result in legal action. It is a violation of
Facebook’s Statement of Right’s and Responsibilities.
 Some states have initiated laws against such practices such as Illinois
HB3782
▪ http://www.youtube.com/watch?v=AUmHIFNJr6M
 Viewing potential employee’s information divulges many characteristics
about the applicant:
 Race, Sexual Orientation, Age, Political Affiliation, Protected Group
 Is the screener trained to handle and safeguard such private information?
 Misuse of this information such as discrimination could lead to a lawsuit.

4. DO’S DON’TS
 Facebook will appear in a Google  The don’ts of Social Networking
search. Google your name and see  Make racial, sexist, discriminatory or lewd
what is out there. remarks on your social network.
 Facebook has privacy settings for you  Post about your current boss or other
to use! employees.
 Can limit who sees what you share and post  Join publicly viewable groups that may
in almost every category. Hide information suggest illegal activity or support of
about yourself: Political, Religious, etc.. morally questionable behavior.
 You can even subject photos or updates  Allow for anyone inside of a broad
posted about you to approvals made by network to view and share your
yourself. Do away with inappropriate information.
photos or posts you or friends may have
 Give access to your account to anyone else
made on your page.
to prevent posts that may not be a good
 Make sure your information is current and
representation of you.
accurate so that it matches any resumes or
applications you may have distributed.

5.  Could a social profile such as Facebook be used one day as a job
application? Eventually doing away with traditional resumes.
 Should the intellectual property put on Facebook by users be protected
against third party interests such as employers?
 Are there ramifications of not having a Facebook for an employer to find
and look into?
 As a job applicant should you be willing to delete your Facebook if asked to
do so by a company?

6.  If a company is allowed to use Facebook in the hiring process how is it regulated?
There is really no way to regulate the use of Facebook in this process. Each
company is going to be looking for different things, each situation will be
different and each hiring manager will have different opinions.
 Is it ethical to use Facebook information?
In good business practice you should separate your personal life from your
business life. We find it highly unethical for companies to use Facebook when
that is your personal life.
 Should a job candidate be willing to delete their Facebook?
Because Facebook is mostly for personal use they should not be asked to
delete their Facebook. An employer may ask that they do not post certain
information pertaining to their employment or clientele but they should not ask
you to delete your Facebook.