The document discusses the use of social media in the hiring process. It notes that while social media can provide useful information about candidates, it also poses legal risks if not handled properly. The author believes social media should only be used after initial interviews to screen candidates when sensitive information is less likely to be known. Policies need to be in place to ensure fair and non-discriminatory use of any social media information gathered.
Social science is the study of society and the manner in which people behave and impact the world. Social scientists have different careers depending on their respective degrees and specialization. Each field of the social sciences focus on a specific way of society. These seven different fields are: Economics, Anthropology, History, Political Science, Psychology, Sociology, and Geography.
Evolution of Philippine Politics and GovernanceJehnMarieSimon1
LESSON IN PHILIPPINE POLITICS AND GOVERNANCE
HUMANITIES AND SOCIAL SCIENCES
SENIOR HIGH SCHOOL
https://learnwithjehn.blogspot.com/2021/02/philippine-politics-and-governance_1.html
"Join me on my YouTube channel for more insightful topics! Don't forget to hit the subscribe button and share with your friends to stay updated on all the latest content!"
https://www.youtube.com/@JehnSimon
Social and Political Stratification Definition
Systems of Stratification
Theoretical Perspectives on Social Stratification
Social Mobility and Inequality
Please give credits to the creator of this PPT presentation.
I'm a graduating STEM student of Senior High School in Makati Science High School (2018).
Literary Theories: Critical Approaches in Critiquing LiteratureAndrea Tiangco
Literary Theories or Approaches:
Included in K-12 Senior High School Curriculum
Core Subject: Reading and Writing
HUMSS Specialized: Creative Nonfiction
Social science is the study of society and the manner in which people behave and impact the world. Social scientists have different careers depending on their respective degrees and specialization. Each field of the social sciences focus on a specific way of society. These seven different fields are: Economics, Anthropology, History, Political Science, Psychology, Sociology, and Geography.
Evolution of Philippine Politics and GovernanceJehnMarieSimon1
LESSON IN PHILIPPINE POLITICS AND GOVERNANCE
HUMANITIES AND SOCIAL SCIENCES
SENIOR HIGH SCHOOL
https://learnwithjehn.blogspot.com/2021/02/philippine-politics-and-governance_1.html
"Join me on my YouTube channel for more insightful topics! Don't forget to hit the subscribe button and share with your friends to stay updated on all the latest content!"
https://www.youtube.com/@JehnSimon
Social and Political Stratification Definition
Systems of Stratification
Theoretical Perspectives on Social Stratification
Social Mobility and Inequality
Please give credits to the creator of this PPT presentation.
I'm a graduating STEM student of Senior High School in Makati Science High School (2018).
Literary Theories: Critical Approaches in Critiquing LiteratureAndrea Tiangco
Literary Theories or Approaches:
Included in K-12 Senior High School Curriculum
Core Subject: Reading and Writing
HUMSS Specialized: Creative Nonfiction
Before debating, one must first determine a position. In the conference, you will be assigned a country. The position paper helps you learn the policies of the country and thus, be able to better defend it :)
The purpose of this paper is to present a research proposal as a response to the need for inquiry on new participatory approaches of learning design in higher education. Learning scenarios are required that better connect with the skills and interests of specific groups of students, both in regard to the methodological strategies and the uses of supporting technological tools proposed
In late 2013 the German people elected a new federal government for a period of four years. After the governing coalition was formed by the turn of the year, BVL issued an extensive position paper called "Viewpoints and recommendations for action from BVL International for the German government in the 18th legislative period". Now the publication is available in an all-English edition.
Harvard MUN India '14: Press Corps - Al Jazeera Position PaperChanakya Varma
For the Harvard Model United Nations, correspondents of the Press Corps had to submit a pre-committee report entailing a background into the journalistic inclinations of their agency, the committees they would prefer to report in, and what they expected from the committee proceedings.
Following is the position paper of the correspondent of Al Jazeera, who was later awarded the Best Delegate award.
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 .
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
SOCIAL MEDIA USAGE IN WORKPLACENameInstitutionDate.docxsamuel699872
SOCIAL MEDIA USAGE IN WORKPLACE
Name
Institution
Date
Introduction
Growth of social media use cannot be understated
It has “changed the way we communicate
Organizations can leverage opportunities arising from use of social media in workplace”
The exploding growth of social media has significantly changed the way people communicate at home and at work. Social media applications include sites such as LinkedIn, Facebook, Google+, Pinterest, Tumblr, Wikipedia, YouTube, Twitter, Yelp, Flickr, Snapchat, Instagram, Second Life, WordPress and ZoomInfo. Not only has social media changed the way we communicate, but these applications present great opportunities for businesses in the areas of public relations, internal and external communications, recruiting, organizational learning and collaboration, and more
2
Recruitment
“Social media” acts as a networking tool
Useful in mining talent
Organizations can post job openings on their social media pages
Active job seekers following the social media pages immediately notified (Holland, Cooper, & Hecker, 2016)
Recruiters and staffing managers can make use of social media sites in mining of talent. They can also post for job openings available in the organization where by active job seekers can apply.
3
Recruitment issues
Accessing protected information regarding applicants
Possibility in violating fair credit reporting law
Negligent hiring claims (Collins, Shiffman, & Rock, 2016)
During screening and background checks staffing managers could learn information about a candidate in social media that may be used against the candidate. A candidate could claim that a potential employer did not offer a job because of information found on a social networking site, which discusses legally protected categories such as the candidate's race, ethnicity, age, associations, family relationships or political views. In avoiding such employers should avoid use of social media when screening.
4
Employee engagement
Social media can be channeled to engage employees and connect them.
Companies can communicate through their official pages
Employees can react on the same in the comment section
Any clarifications or enquiries can be addressed immediately
Social media can be used as a tool for engaging employees in workplace. Employees tend to feel more engaged in the workplace if they feel informed and if they believe their opinions are heard. Social media can give employers a way to spread the word as well as a way to channel employee comments.
5
Learning applications
Social media can be used to incorporate learning into the organization
It can be used to change the learning process
Foster interactions during training sessions
Its tools can be used for learning rather than turning for consultants outside the organization.
Video instructions (van Zoonen, Verhoeven, & Vliegenthart, 2017)
Social media is changing the way of learning in organizations. Social media is transforming the workplace into an environment.
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.
1. MGT 643 Human Resource Management
Position Paper:
Social Media in the Hiring Process
Shelly Lawrence
2. After completing the assigned readings, as well as my own research, my opinion on the use of
social media in the hiring process has changed. I now believe that, as long as there are
appropriate measures in place to guard against the potential legal issues, the use of social media
in the hiring process is a valuable tool for organizations especially with recruitment.
Kind of Information Available
The type of information available through social media such as Face Book, which has
approximately 1billion accounts (Leonard – 2013), may include information on protected
categories such as age, race, gender, religion and disability (Radoqna - 2011), organizations
and/or businesses which the person follows, activities and interests, as well as cues to their
intelligence, extroversion (Kluemper & Rosen) and grammar and spelling (Schawbel - 2012).
This information can, and has, had impacts on how applicants are viewed and whether or not
they are ultimately hired. In “Facebook Follies: Who Suffers the Most?” (Karl & Peluchette -
2009) the writers point out that the same type of information posted on Facebook may be viewed
differently depending on the gender of the person making the post. For example posts involving
sexual activities were more likely to be viewed as a negative if the comments were made by a
female vs a male. (Karl & Peluchette - 2009). For posts involving the use of illegal drugs or
alcohol HRM’s may view this as an indication of possible abuse which is a concern due to the
high cost to business including lost productivity, and increase in workers compensation claims.
(Karl & Peluchette – 2009). However, HRM’s, hiring managers and recruiters must ensure that
the information they’re viewing is actuate whether due to inaccurate information posted by
others or having the wrong person.
When during the hiring process is it appropriate to use information from social media
3. The results of the search I performed on my own name, 249 listings in Spokeo, 4 pages of
individuals on Facebook and Linkedin provided me with the top 25 profiles listed for Shelly
Lawrence, is an example of how important it is to ensure that accurate information is obtained
when social media is used at any point in the hiring process. (Walker - 2010) At a time when
finding, and retaining, quality employees is becoming increasing part of the strategic plans of
business the use of social media in recruiting, at the beginning of the process, is a valuable tool.
The use of social media allows recruiters to find qualified candidates using various platforms
including finding the passive candidates. New software is being developed, Work4’s Graph
Search Recruiter is an example, which will make it easier for recruiters to utilize the graph
search functions on Facebook, and while this isn’t for all businesses, it will work for some and
identify potential candidates which may not be able to be found using traditional
methods.(Leonard - 2013) Another option is to search niche social sites which provides proof of
a person’s work, their passion for their job and possibly who’s considered an expert by their
peers (Zielinski - 2014). Recruiters must remember that there are people who are simply not
interested in being contacted as a result of their use of sites such as FaceBook. As stated in the
article: Can FaceBook be a sourcing tool for Recruiters (Leonard – 2013), many people,
including myself, view Facebook as a place to interact with family, and friends. In order to
avoid some of the potential legal issues, I do not believe that social media should be used again
until after the first interview, the list of applicants has been narrowed and before any non-
conditional offer of employment is made. (Segal - 2014)
Legal Ramifications and concerns
The very real potential for legal ramifications from the use of social media in the hiring process
must be fully considered and, policies enacted to protect against them. Many of the concerns
4. surround the potential for discrimination based on protected categories such as age, race, and
gender (Brown & Vaughn – 2011; Radoqna - 2011), however there are others. The use of social
media may open an organization to claims of disparate impact if it tends to hire only those
applicants who use social media, or if “an employer has been systematically refusing to hire
applicants with a particular protected characteristic such as race.” (Walker - 2010) There is also
the question of invasion of privacy as many do not feel that employers should be looking at their
social media profiles. The courts have not ruled on this. However, if someone’s profile is public
then they will have a difficult time proving that they had a reasonable expectation of their
information remaining private. (Walker – 2010; Radoqna - 2011). Additionally, if an
organization uses a third party to conduct searches on social media, then the Fair Credit
Reporting Act, and possibly other state laws, apply. The Fair Credit Reporting Act is applicable
when a third party is used to conduct employment background checks. Applicants must give
their permission and be informed of negative consequences as a result of the inquiries. (Radoqna
– 2011)
Use of social media best practices
If an organization chooses to use social media at any point in the hiring process there are a
number of best practices which can help them to minimize the numerous legal pitfalls including
disparate impact. First, no one should ever ask an applicant for passwords to their social media
accounts, nor should anyone in human resources or management be allowed to become friends
with them. Second, be consistent, check everyone and do so after the initial interview when
information concerning belonging to a protected class may become knowledge. (Segal – 2014;
Radoqna – 2011; Brown & Vaughn - 2011). Next, document all reasons for hiring, or not hiring,
an applicant and maintain copies of supporting documentation. Finally, so as to avoid concerns
5. with The Fair Credit Reporting Act, the HR Department should appoint someone to check
applicant’s social media sites. This person should receive training on what information is
considered relevant for the position, and is allowed to be legally used in the hiring process. Any
information that they obtain which does not meet these standards will not be reported. (Walker –
2010; Radoqna 2011)
Are Hiring Managers and Recruiters using the information obtained from social media?
The use of social media for recruitment continues to increase especially as a means of recruiting
passive candidates as well as certain skill sets. According to a survey of members conducted by
The Society for Human Resource Management in 2013 77% use social media in recruiting an
increase of 56% from 2011 and 34% from 2008. Recruiters and HRM’s are also posting
information, and contributing to discussions, on social media not only as an indirect recruiting
tool, but also to maintain a company presence on various social networking sites. Legal
concerns are by far the main reason social media is not used by over half of the members
surveyed by The Society for Human Resource Management in 2013. However 63% stated that
the information wasn’t relevant to performance or potential on the job (The Society for Human
Resource Management – 2013) which points to the need for additional research in these areas.
(Kluemper & Rosen)
Conclusions
Important questions surround the use of social media in of the hiring process and organizations
must develop detailed policies concerning all aspects of their use. By doing so it will be possible
to limit the adverse impacts, including disparate impact and discrimination, while utilizing an
effective tool to reach qualified candidates.
6. References
Brown, V. R., & Vaughn, E. D. (2011). The Writing on the (Facebook) Wall: The Use of Social
Networking Sites in Hiring Decisions. J Bus Psychol Journal of Business and Psychology, 26(2),
219-225
Karl, Katherine & Peluchette, Joy (2009). Facebook Follies: Who Suffers the Most?.Setzekorn,
Kristina, Romm-Livermore, Celia, Social Networking Communities and E-dating Services :
Concepts and Implications (pp 212-224)
Kluemper, D. H., & Rosen, P. A. (2009). Future employment selection methods: Evaluating
social networking web sites. Journal of Managerial Psychology Journal of Managerial Psych,
24(6), 567-580.
Leonard, B. (2013, September 12). Can Facebook Be a Sourcing Tool for Recruiters? .
Retrieved January 28, 2016, from
http://www.shrm.org/hrdisciplines/technology/articles/pages/can-facebook-be-sourcing-tool-for-
recruiters.aspx
Raoqna, J. (2011, August 9). Be Careful When Using Social Media in Hiring Decisions.
Retrieved January 16, 2016, from http://ezinearticles.com/?Be-Careful-When-Using-Social-
Media-in-Hiring-Decisions&id=6527995
Schawbel, D. (n.d.). How Recruiters Use Social Networks to Make Hiring Decisions Now |
TIME.com. Retrieved January 28, 2016, from http://business.time.com/2012/07/09/how-
recruiters-use-social-networks-to-make-hiring-decisions-now/
Segal, J. A. (n.d.). LEGAL TRENDS Social Media Use in Hiring: Assessing the Risks Vol.
59 No. 9 When it comes to using social media for hiring, it's all about balancing risk. Retrieved
January 28, 2016, from
http://www.shrm.org/publications/hrmagazine/editorialcontent/2014/0914/pages/0914-social-
media-hiring.aspx
SHRM Survey Findings: Social Networking Websites and Recruiting/Selec... (2013, April 10).
Retrieved January 28, 2016, from http://www.slideshare.net/shrm/social-
networkingwebsitesrecruitingselectingjobcandidatesshrm2013final
Walker, N., Esq. (2010, December 01). Watch out for pitfalls, risks of using social media in
hiring. Retrieved January 28, 2016, from
http://www.thehrspecialist.com/article.aspx?articleid=35031
7. Zielinski, D. (2014, April 2). Recruiters Turn to Niche Social Sites to Find Talent. Retrieved
January 28, 2016, from http://www.shrm.org/hrdisciplines/technology/articles/pages/recruiters-
turn-to-niche-social-sites.aspx
