In the world of Big Data, there has been a lot of the research into creating efficient algorithms that can help us gain statistical insight from the large databases that record much of our life. However, as our digital footprint becomes larger, many databases that were originally considered anonymous can now be re-identified. How do we make sure that doesn't happen?
In the world of Big Data, there has been a lot of the research into creating efficient algorithms that can help us gain statistical insight from the large databases that record much of our life. However, as our digital footprint becomes larger, many databases that were originally considered anonymous can now be re-identified. How do we make sure that doesn't happen?
Literature Review of Information Behaviour on Social MediaDavid Thompson
Using your knowledge about information resource and skills in searching and evaluating information achieved in the first half of the semester, now you are required to choose a specific topic in the area of information research, explore the exisiting literature within this domain and write a literature review.
The Verification Of Virtual Community Member’s Socio-Demographic Profileacijjournal
This article considers the current problem of investigation and development of method of web-members’
socio-demographic characteristics’ profile validation based on analysis of socio-demographic
characteristics. The topicality of the paper is determined by the necessity to identify the web-community
member by means of computer-linguistic analysis of their information track (all information about webcommunity
members, which posted on the Internet). The formal model of basic socio-demographic
characteristics of virtual communities’ member is formed. The algorithm of these characteristics
verification is developed.
Could social networking online help NEET young people gain employment?John Mowbray
This presentation is derived from work completed for a PhD research project, into the role of social networking, as supported by social media tools, on the job-search behaviours of those in the NEET (not in education, employment or training) category. It will be presented at the i3 conference hosted by Robert Gordon University in Aberdeen, in June 2015. The conference themes include information and its societal impact.
Disadvantages of Social Media on Hiring Decisions Melissa Black, .docxlynettearnold46882
Disadvantages of Social Media on Hiring Decisions
Melissa Black, Robert Chiaramonte, Joseph Demarco, Emily Forella, Sara Gavette, Catherine Lacivita, Porsche Abernathy & Yessenia Ordonez
October 16, 2016
Using social media in todays society can be almost unavoidable for many of us but sometimes our personal or private information can be used to represent us for hiring purposes. CareerBuilder’s annual social media survey found that of more than 2,000 hiring managers and HR professionals and more than 3,000 full-time U.S. workers, 60 percent of employers revealed they use social networking sites to research job candidates. Using a candidates’ social media can have disadvantages for recruiters and businesses alike because it can lead to discrimination, basis, or errors based on miss-representations of personal characteristics. With few laws regulating the usage of social media in probing prospective employees, one’s social media, can have a major impact on whether or not a candidate is hired.
Using social media for screening potential candidates for jobs can be extremely risky. While it may have its advantages, employers also enter the risk of learning details about the employee such as if they are pregnant, disabled, their race, religion, and age which could detour them away from hiring an applicant. Throughout the hiring process within companies, many times, employers go to social media to find any information they can on this person. Essentially what these employers do is try to weed out anyone that they find could hurt their company or the environment within. “While much of the information contained on an applicant’s social media page will be benign, information regarding protected characteristics (e.g., religion, disabled status, sexual orientation, marital status, genetic information, etc.) often is prominently displayed in social media” (Morgan & Davis, 2013). Beginning in 2012 and throughout 2013, many states nationwide have passed laws that prohibit employers from requesting personal information that can allow access to a candidate’s personal social sites (Morgan & Davis, 2013). Delaware, Hawaii, Kansas, Maine, Nebraska, New Hampshire, New Jersey, New York, Oregon, Texas, Utah, Vermont, and Washington are a few states that have enforced these laws. There is one state in particular where it is illegal for an employer to screen their applicants through social media and that is Illinois. Screening applicants through social media could also lead to more lawsuits. For example, the University of Kentucky paid $125,000 for a lawsuit where a professor was not given a job because of his views that he expressed about evolution on social media and religious discrimination was the result of screening this applicant on social media. (Ruiz, 2016). In 2013, the Federal level had passed the Social Networking Online Protection Act which is an act that “would prohibit employers, schools and universities from requesting .
Literature Review of Information Behaviour on Social MediaDavid Thompson
Using your knowledge about information resource and skills in searching and evaluating information achieved in the first half of the semester, now you are required to choose a specific topic in the area of information research, explore the exisiting literature within this domain and write a literature review.
The Verification Of Virtual Community Member’s Socio-Demographic Profileacijjournal
This article considers the current problem of investigation and development of method of web-members’
socio-demographic characteristics’ profile validation based on analysis of socio-demographic
characteristics. The topicality of the paper is determined by the necessity to identify the web-community
member by means of computer-linguistic analysis of their information track (all information about webcommunity
members, which posted on the Internet). The formal model of basic socio-demographic
characteristics of virtual communities’ member is formed. The algorithm of these characteristics
verification is developed.
Could social networking online help NEET young people gain employment?John Mowbray
This presentation is derived from work completed for a PhD research project, into the role of social networking, as supported by social media tools, on the job-search behaviours of those in the NEET (not in education, employment or training) category. It will be presented at the i3 conference hosted by Robert Gordon University in Aberdeen, in June 2015. The conference themes include information and its societal impact.
Disadvantages of Social Media on Hiring Decisions Melissa Black, .docxlynettearnold46882
Disadvantages of Social Media on Hiring Decisions
Melissa Black, Robert Chiaramonte, Joseph Demarco, Emily Forella, Sara Gavette, Catherine Lacivita, Porsche Abernathy & Yessenia Ordonez
October 16, 2016
Using social media in todays society can be almost unavoidable for many of us but sometimes our personal or private information can be used to represent us for hiring purposes. CareerBuilder’s annual social media survey found that of more than 2,000 hiring managers and HR professionals and more than 3,000 full-time U.S. workers, 60 percent of employers revealed they use social networking sites to research job candidates. Using a candidates’ social media can have disadvantages for recruiters and businesses alike because it can lead to discrimination, basis, or errors based on miss-representations of personal characteristics. With few laws regulating the usage of social media in probing prospective employees, one’s social media, can have a major impact on whether or not a candidate is hired.
Using social media for screening potential candidates for jobs can be extremely risky. While it may have its advantages, employers also enter the risk of learning details about the employee such as if they are pregnant, disabled, their race, religion, and age which could detour them away from hiring an applicant. Throughout the hiring process within companies, many times, employers go to social media to find any information they can on this person. Essentially what these employers do is try to weed out anyone that they find could hurt their company or the environment within. “While much of the information contained on an applicant’s social media page will be benign, information regarding protected characteristics (e.g., religion, disabled status, sexual orientation, marital status, genetic information, etc.) often is prominently displayed in social media” (Morgan & Davis, 2013). Beginning in 2012 and throughout 2013, many states nationwide have passed laws that prohibit employers from requesting personal information that can allow access to a candidate’s personal social sites (Morgan & Davis, 2013). Delaware, Hawaii, Kansas, Maine, Nebraska, New Hampshire, New Jersey, New York, Oregon, Texas, Utah, Vermont, and Washington are a few states that have enforced these laws. There is one state in particular where it is illegal for an employer to screen their applicants through social media and that is Illinois. Screening applicants through social media could also lead to more lawsuits. For example, the University of Kentucky paid $125,000 for a lawsuit where a professor was not given a job because of his views that he expressed about evolution on social media and religious discrimination was the result of screening this applicant on social media. (Ruiz, 2016). In 2013, the Federal level had passed the Social Networking Online Protection Act which is an act that “would prohibit employers, schools and universities from requesting .
Profiling employees online: shifting public–private
boundaries in organisational life
Paula McDonald, Queensland University of Technology
Paul Thompson, Stirling University, Queensland University of Technology
Peter O’Connor, Queensland University of Technology
Human Resource Management Journal, Vol 26, no 4, 2016, pages 541–556
Profiling involves the collection and use of online information about prospective and current employees to
evaluate their fitness for and in the job. Workplace and legal studies suggest an expanded use of profiling
and significant legal/professional implications for HRM practitioners, yet scant attention has been afforded
to the boundaries of such practices. In this study, profiling is framed as a terrain on which employees and
employers assert asymmetrical interests. Using survey data from large samples in Australia and the UK, the
study investigates the prevalence and outcomes of profiling; the extent to which employees assert a right to
privacy versus employer rights to engage in profiling; the extent to which organisations codify profiling
practices; and employee responses in protecting online information. The findings contribute to a small and
emerging body of evidence addressing how social media conduct at work is reconstituting and reshaping the
boundaries between public and private spheres.
Contact: Professor Paula McDonald, Queensland University of Technology, PO Box 2434, Brisbane,
Qld 4001, Australia. Email: [email protected]
Keywords: profiling; public–private boundaries; social media at work; employee privacy
INTRODUCTION
T
he peer reviewed literature and popular media have reported the increasing use of
‘profiling’ by employers and HRM practitioners. Profiling, as defined in this article,
refers to the collection of online information, often via social networking sites or generic
search engines, for the purpose of evaluating prospective employees and monitoring current
employees with regards to their fitness for and in the job. Information gathered through
profiling which is of potential interest to employers includes inappropriate comments or text,
membership of certain groups and networks, communication skills, education, work history,
professional affiliations, interests and lifestyle choices (Kluemper, 2013; Whitehall, 2012).
Access to such information from employees’ online personas considerably extends traditional
forms of evidence derived from reference checks and criminal background searches. This is
because social exchange in an online environment which, although similar to traditional offline
communication in that social interactions take place and information is exchanged, involves
conversations which are preserved and subsequently accessible by others, including employers
(Clark and Roberts, 2010).
Profiling has significant legal, ethical and professional implications for HRM practitioners
(Davison et al., 2012), yet there has been relatively little discussion in the HRM literature its.
Adecco Global Social Recruiting Survey Global ReportBenjamin Crucq
Whether you're a Job Seeker or a Recruiter, this study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
The use of social media
The effectiveness of social media in matching job seekers with open positions
The importance of web reputation
The social capital of individual candidates
How recruiters explore the web when looking for a candidate
A survey commissioned by CareerBuilder found that 37 percent of hiring managers use social networking sites to research job applicants, with over 65 percent of that group using Facebook as their primary resource. They also found that a significant percentage of job seekers are passed over because of inappropriate posts on Facebook, Twitter and other social media sites. The Associated Press reported, employers are increasingly asking job applicants to turn over their Facebook user IDs and passwords as part of the interview process. The fact is that in 88 percent of U.S. states, an employer can require you to hand over your social media password before they hire you!
Congress has been asked to consider a law making such demands illegal on the grounds that they constitute an invasion of privacy. However, the provision, proposed by Rep. Ed Perlmutter (D-Co.), was voted down 224-189. “People have an expectation of privacy when using social media like Facebook and Twitter. They have an expectation that their right to free speech and religion will be respected when they use social media outlets. No American should have to provide their confidential personal passwords as a condition of employment. Both users of social media and those who correspond share the expectation of privacy in their personal communications. Employers essentially can act as imposters and assume the identity of an employee and continually access, monitor and even manipulate an employee's personal social activities and opinions. That's simply a step too far.” Perlmutter explained in a Huffington Post Article. California and Illinois became the most recent states to pass the social media password protection laws. Six states, California, Delaware, Illinois, Maryland, Michigan and New Jersey enacted legislation in 2012 that prohibits requesting or requiring an employee, student or applicant to disclose a user name or password for a personal social media account. California, Illinois, Maryland, and Michigan laws apply to employers. California, Delaware, Michigan and New Jersey have laws that apply to academic institutions.
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The Influence of Social Media Usage and Personality Traits on Personal Relati...YogeshIJTSRD
Social Media Usage, Extraversion, Openness to Experience, Personal Relationship, Job Performance Dong-Jenn Yang | Oyun-Erdene Tsedevsuren | Tsung-Kuang E. Ma "The Influence of Social Media Usage and Personality Traits on Personal Relationship and Job Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38731.pdf Paper URL: https://www.ijtsrd.com/management/business-policies-and-strategies/38731/the-influence-of-social-media-usage-and-personality-traits-on-personal-relationship-and-job-performance/dongjenn-yang
Similar to Social media and the hiring process (20)
2. Social Media
According to Boyd and Ellison (2007), Social Network Sites
“allow individuals to (1) construct a public or semi-public
profile within a bounded system, (2) articulate a list of other
users with whom they share a connection, and (3) view and
traverse their list of connections and those made by others
within the system’’ (Boyd and Ellison 2007).
Facebook alone currently has an active membership of over
800 million people (Statistics 2011).
3. Social Media and the Hiring Process
In a study by the Society for Human Resource
Management in April 2013, it was found out that 77
percent of hiring mangers reported using social
networking sites (Bologna 2014).
A survey by a recruiting software company called Jobvite
showed that 93 percent of recruiters that they surveyed
are likely to look at a person’s profile in the course of filling
a job. More than 40 percent have reconsidered a job
candidate based their social media profile and 60 percent
say that improper grammar or punctuation on social
networks make them think less of an applicant (White
2013).
4. The Writing on the (Facebook) Wall:The Use of Social
Networking Sites in Hiring Decisions
(Victoria R. Brown & E. DalyVaughn)
Risks involved in informal use of social network sites include the
perception of invasion of privacy, lack of clear identifiable
theoretical constructs and absence data to support the
information found on the social network sites. Because
information found on the Internet is public and does not
constitute to invasion of privacy. It now falls on the organization
to make sure that process of finding more information on
applicants does not invoke a breach in privacy.
Information that is related to protected group status including
race, color, religion, sex and national origin (covered underTitle
VII of the Civil Rights Act of 1964); age (covered by the Age
Discrimination in Employment Act [ADEA] of 1967); and
disability status (covered by the Americans with DisabilitiesAct
[ADA] of 1990) can be used to make hiring decisions since
employers are not required to disclose their basis for hiring.
5. Friend or Foe?The Promise and Pitfalls of Using Social
Networking Sites for HR Decisions
(H. Kristl Davison, Catherine Maraist & Mark N. Bing)
Human Resource Managers and recruiters assume that it is
legal to use social network sites to screen applicants as
long as they do not violate civil rights laws by engaging in
unequal treatment. But they do not put into consideration
the employee’s privacy rights and defamation of character
by other peoples web postings that concern the individual.
6. Facebook and Personnel Selection:What’s the big Deal?
(Rahul S. Chauhan, M. Ronald Buckley & Michael G. Harvey)
Employers are now expected to type an applicant’s name into an Internet search
engine as part of their background check process before hiring the individual as
an additional means for determining whether an applicant is a threat or danger
to themselves and/or others in the workplace.
Practitioners have warned that in order to avoid missing potentially relevant
evidence, they must look beyond traditional venues and look at SNWs (e.g.,
Facebook) due to the amount of information about an individual that is available
on them (pictures, language, patterns, etc.). However, the legality of this
practice and its effectiveness remains a grey area in the literature.
63 percent of employers that utilize SNW’s websites as part of their hiring
processes rejected candidates based upon the information found on their
profiles. Alternatively, employers also reported that information from applicant
SNWs actually encouraged them to hire candidates as well.
There are no federal or state laws that specifically prevent employer’s from
viewing and/or using information gathered from an unrestricted SNW profile to
make hiring decisions with regard to unrestricted profiles.
7. Future Research
There is not much research on how Social Media affects
the hiring process
There is not much research on how useful information
found on an applicant affects their ability to carry out the
job
The EEOC and NLRB need to look more into protecting job
applicants against Social Media discrimination
Job Applicants need to protect their privacy better
8. References
Brown,V. R., &Vaughn, E. (2011).TheWriting on the (Facebook) Wall:The Use of Social
Networking Sites in Hiring Decisions. Journal Of Business & Psychology, 26(2), 219-225.
doi:10.1007/s10869-011-9221-x
Chauhan, R. S., Buckley, M., & Harvey, M. G. (2013). Facebook and personnel selection:: What's
the big deal?. Organizational Dynamics, 42(2), 126-134. doi:10.1016/j.orgdyn.2013.03.006
Davison, H., Maraist, C., & Bing, M. N. (2011). Friend or Foe?The Promise and Pitfalls of Using
Social Networking Sites for HR Decisions. Journal Of Business & Psychology, 26(2), 153-159.
doi:10.1007/s10869-011-9215-8
Boyd, D. M., & Ellison, N. B. (2007). Social network sites: Definition, history and scholarship.
Journal of Computer Mediated Education, 13(1), article 11. Retrieved 5 March 2008 from
Statistics. (2011). Facebook. Retrieved April 19, 2014, from http://www.facebook.com/press
/info.php?statistics.
White, M. C. (2013). WillYour Facebook Profile SabotageYour Job Search?. Time.Com, 1.