...Social media allows people the freedom to share vast amounts of information across the globe and in a very short time period. In fact, in this day and age, it is nearly impossible for any type of business to not be involved in social media. As these technologies evolve, employers look to the courts for answers to legal their questions. Nevertheless, employers continue to struggle with their employees’ work-related and personal social media postings, causing a necessity for social media policies within the work place. The purpose of this paper will address the influence of social media on employment laws and social media policies. Although social media continues to grow, the law seems to always lag behind. Through social media individuals...
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...Use of Social Media in Recruiting Think about the things you do when applying for a new job – anything from perfecting your cover letter and resume prior to applying to dressing nicely for the interview. You do everything you can to present the best version of yourself to the potential employer that you’ll be meeting with. But have you thought to prepare your social media accounts, too? With the rising usage of social media, “…it’s no surprise some recruiters and hiring managers are tuning in” (Smith) – but should it be used in the recruiting process? In Favor There are many pro’s to using social media when recruiting new talent – here I will discuss four points that you may not have considered before. First, social media allows the employer to see a more genuine version of the candidate, and that doesn’t always mean bringing light to negative attributes. A CareerBuilder survey found that 29% of surveyed hiring managers found something positive on a profile that drove them to offer the candidate a job (Smith). Websites like LinkedIn allow professionals to present their resume, showcase their interests and volunteer work, present more casual recommendations and endorsements that may not have a place in a resume, and show what professional organizations someone belongs to – all things that are important to understanding who a person is, but not things that will always come up in an interview. Second, social media gives employers the opportunity to target specific job...
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...Is it ethical for employers to look on social media sites to investigate a potential job candidate? In this paper I will argue that these online background checks are not only unethical but they may also put the employer in a legal jeopardy of violating State and Federal Laws, for example a Chili’s server whom was fired after a Facebook post by a 2012’s article in The Huffington Post “Chili’s server fired after Facebook rant,” also according to a 2010’s article “Workplace Privacy-Labor Relations Board Files Complaint against Company over Facebook Post,” found on Epic.com, an American Response Member who was consequenced after postings towards her supervisor on her Facebook, I will write about a survey conducted online with the U.S. and Canada...
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...Has The Internet Changed The Recruiting Process? Dalisha Jordan Kaplan University GB520: Strategic Human Resource Management Abstract In recent years online recruiting has experienced rapid growth among organizations. While some still have a few concerns about what online recruiting entails and how it works, it has continued to be embraced. The recruiting process has changed over time and is now much different than many years before. This research paper will examine the question “How has the internet changed the recruiting process?” This paper takes a look into online recruiting and how online recruiting is put into action. Introduction Online recruitment methods are rapidly growing and being used by numerous organizations. To remain up to date with new trends, technology, and stay competitive organizations have left the more traditional recruiting methods to adopt the methods of online recruiting. Even with the skepticism that comes along with online recruiting, it still has a huge following among hiring professionals. This research paper examines the question “Has the internet changed the recruiting process?” The Internet as a Recruiting Method Recruitment is the process of selecting and hiring the most qualified individuals to fill an open position at an organization. “Given that an organization’s performance is a direct result of the individuals it employs, the specific strategies used and decisions made in the staffing process will directly impact on organization’s...
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...Social Media vs. Freedom of Speech Since the Bill of Rights was ratified in 1791, freedom of speech has been a hallmark of American democracy and freedom. Obviously the U.S. in 2014 is a radically different place from the nation the Founders knew. Yet, the U.S. is governed essentially by the same Constitution adopted in 1787. There have been times when our freedom of speech was tested. The Alien and Sedition Act of 1790 prevented writing against the government and newspapers were censored during the Civil War, but these were later struck down in favor of freedom of speech. The lines seemed fairly well drawn until 10 years ago when people could express themselves freely, publicly, and privately if it was not slander. The growth and scope of social media has challenged this. To remain true to our democratic fathers, there must be a stand against denials of free speech and the ability to express opinions on all manner of subjects. In the early 2000’s employers began to look at employees posts online and to fire or not hire because of what was said in a private chat. There has always been bullying especially in the teen years. Young people who were harassed could go home and escape the taunts. They were safe until school the next day. Since the advent of social media, there is not even a safe haven at home or on holiday or at night. Text messaging, tweets, and facebook are invasive every minute of the day. There is no escape for the bullied child. Some teens have been unable...
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...the Hiring Process Employers can agree that first impressions are everything; now, what if your first impression was your Facebook profile? Many companies now use Facebook and other social media sites to really get to know who they could be hiring. Facebook is dominating the social media platform with more than one billion active users monthly posting photos, status updates, and personal information. And not all of these users understand how much their Facebook profiles affect their employment opportunities. Employers are looking to hire employees that are reliable, responsible, and get their work done. Employers want to make sure they are hiring people that will be able to reflect the company vision and represent the company in a way that makes customers keep coming back. The way that employees act, talk, and present themselves can affect the way consumers see the company. Facebook is a great source for information when employers are using phone interviews to hire new employees. Companies that use agencies to get qualified candidates are not doing the employer's work for them. Agencies are looking at candidates resumes, LinkedIn profiles, and qualifications, and many agencies contact candidates with phone calls and emails only. When agencies submit candidates to an employer, the first step is most often than not a phone interview. At this point, employers need to research these possible candidates before going any further in the hiring process. Facebook...
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...and subsequently falls in love with the coffee bar experience. The following year, the very first Café Latte is served in downtown Seattle. In 1985 Schultz founds Il Giornale, a business that offers brewed coffees and espresso drinks made from Starbucks brand coffee beans. Two years after the founding of Il Giornale, Howard Schultz acquires the assets of Starbucks and changes the name of Il Giornale to Starbucks Corporation and opens up 17 Starbucks stores including stores in Chicago and Vancouver, Canada. The statement, “Our Mission: to inspire and nurture the human spirit – one person, one cup and one neighborhood at a time” (Starbucks Corporation), the popular coffee chain became what it is today. II. History of the Internet and Social Media While Howard Schultz and the “big wigs” of the Starbucks Corporation are watering the new coffeehouse idea and growing Starbucks into the conglomerate that it is today there is another thing happening that will change the face of how businesses conduct their marketing and how they communicate with the consumer. Around the mid-1980s the very prehistoric version of the internet was made available for those people who could afford a computer for their home. This “internet” was a type of online message board system where people could post messages...
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...INTRODUCTION The main objective of this paper is to explore the scope and usage of social media and social networking sites in recruitment and selection process. It primarily intends to provide an insight into good practices and usage of social networking services in HRM . In addition to this, it aims to identify if social networks can help in cost reduction of an organisation’s HRM activities . .“The Internet has drastically changed the face of recruitment. Employers must now actively market themselves by instituting a well-implemented e-recruitment program to find better quality candidates and improve hiring decisions, all in less time and at a lower cost.” (Smith and Rupp 2004) social networking service (also social networking site, SNS or social media) have revolutionized communication methods, both privately and increasingly, at work. Communication through social media involves the use of an online platform or website (a social networking site) that enables people to communicate, usually for a social purpose, through a variety of services, most of which are web-based and offer opportunities for people to interact over the internet, e.g. via e-mail and ‘instant messaging’ (a form of real-time, direct text-based communication between two or more people using personal computers or other devices). Kaplan and Haenlein (2010) define social media as “a group of Internet-based applications that build on the ideological and technological foundations of Web 2.0*, and that allow...
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...Should Social Media Profiles Affect One’s Opportunity at Employment? Today’s technology has afforded all of us many new ways to communicate with the world. Who would have thought that a simple statement posted on a social network could make it to the far corners of the earth in a matter of a few hours? Employers today are also keying in on these social networking sites to get a better overall picture of the potential employees that are coming through their doors. They have begun to realize that they can learn a whole lot more about the person they are interviewing from those sites than they ever could from a resume or application. According to an article that will be published in the International Journal of Work Innovation, “many employers are using the Facebook profiles of job candidates to filter out weaker applicants based on perception of lifestyle, attitudes and personal appearance.” (Inderscience Publishers). Whether right or wrong, one’s personal life does affect their chances of getting a job. Employers should look at your qualifications and check references to determine if there are any discrepancies in your resume rather than look at social network profiles. Before the age of social media, employers solely relied on a person’s application to judge if they were qualified, if they would fit in with the company and if they would live up to the company image. With social networking sites such as Facebook, Twitter, and Instagram businesses can now see much more...
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...techniques for this process. Some of these techniques are, interviews, tests, background check, reference, check and more. Implementing these techniques the right way is extremely important, if not employers may face high rates of employee turnover. Introduction The process of selecting employees is critical, and is something every organization goes thru. This process can be time consuming and cost a lot of money. Therefore, organizations must be careful with their selection. Selecting the right employee will be beneficial to the organization long-term and as a result, the productivity and the overall environment of the workplace will benefit. With employee selection involves many procedures, laws, and regulations that must be followed. During the process of selection, employers should keep in mind that the employees would be a reflection of the company. Thus, when selecting employees, employers must follow proper guidelines and steps so that they will only have to do that once. When this is done, employers can diminish employees that would not work efficiently and effectively. Employers use several of techniques for selection of employment. Some of these techniques are background investigations, interviews, tests, and much more. These techniques are use to make sure that applicant is telling the truth by the information they provided. Interviewing There are many ways to conduct an effective interview. An interview is one of the most vital parts of the hiring process. Asselin,...
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...The Challenge of Managers to Hire the Right People A manager has one of the most demanding roles in the business world. In today’s business environment, he or she is responsible for a wide variety of tasks while facing many challenges. One of these is hiring the right people for an organization. The hiring process is difficult because many people apply for jobs, but very few are actually a good fit for the company. In addition, the replacement of employees is costly. However, exceptional managers are able to create a fairly consistent selection process while applying theories of management in order to face the challenge of hiring the right person. Hiring the right people has become a major challenge for most managers in today’s business world. Eric P. Bloom states, “Everyone employed by the company…is an expense to the company.” (2) Therefore, part of that expense is the cost it takes to replace a new employee through the hiring process, otherwise known as employee turnover. There are countless sources that show varying statistics on exactly how much this costs, mostly depending on the role and salary of an employee. For example, a Center for American Progress (CAP) study showed average replacement costs for a mid-range employee (annual earnings between thirty and fifty thousand dollars) was twenty percent of his or her salary. The study also suggested the cost to replace an executive, such as the CEO of a company, could be up to as much as two hundred and thirteen percent...
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...Internet recruiting methods compared to traditional recruiting methods: Ramon B Solabi HR/584 12/11/2011 Professor: Schanta Reoaux-Smith BACKGROUND The Internet is a medium to facilitate this transaction of buying and selling labor. The appeal of doing business on the Web is obvious. The Internet brings together buyers and sellers of goods and services and by automating transactions, web markets expand the choices available to buyers, give sellers access to new customers and reduces transaction costs for all the players (Kaplan and Sawhney 2000). This concept can be extended to construction labor services especially from the perspective of the employer as buyer of labor and the employee as seller of labor. E-recruiting or Internet method of recruiting is one of the methods by which HR professionals have available in today staffing. This method of recruiting has several advantages over traditional methods but also has several disadvantages. Companies first began using the Internet as a recruiting tool by posting available jobs on a bulletin board. Using this method, prospective applicants could search for positions in which they were interested and contact employers directly. Usually this contact was made via telephone, fax, or mail. As the use of email became more common some companies accepted applications through email. Job boards are the most common and well known...
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...The Impact and Use of Social Media in the Employment Search Process: LinkedIn, Facebook, and Twitter Alexandria Fitzhugh University of Memphis Abstract This paper discusses the impact and effective use that social media can have in the employment process. Specifically, individual tips are provided for LinkedIn, Facebook, and Twitter that one can use to improve their professional brand online. The Impact and Use of Social Media in the Employment Search Process: LinkedIn, Facebook, and Twitter Despite the rise of social media, some managers are still skeptical on whether or not it has a place in the employment process. Those who do use social media utilize LinkedIn, Facebook, and Twitter mostly to weed out potential hires. These sites provide a valuable tool for casting a wide net of potential candidates and then narrowing it down to possible future employees. We are going to discuss some ways that you can use the aforementioned websites to obtain a job and to improve your professional network. Discussion “Jonathan Segal, speaking on behalf of the Society for Human Resource Management (SHRM), explained that employers use different types of social media for several different reasons: employee engagement and knowledge-sharing, such as having a corporate Facebook page or blog to keep employees in far-flung offices aware of new programs...
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...candidate accessibility. The application process of the school district should include electronic application programs. Other suggestions are discussed including using electronic and social media to advertise open positions.” Annotated Bibliography: This article explains the importance of the online recruitment of teachers for a new generation of the work force, the Generation Y.As an individual of this generation, even though I am not pursuing to be a teacher, I agree with the recruiting approaches the article suggests. An attractive and user-friendly web site and advertising through suitable social media were discussed. I believe these approaches apply not only on the education field but many recruiting strategies in different careers for the Gen Y. Internet is used incredibly widespread nowadays especially for the new generations such as Gen X, Gen Y and teenagers. People who have access to the internet would obtain ton of information even more than they expected. It then became an effective way for employers to recruit people by launching information up on the internet. This way is inexpensive and the message can be delivered rapidly so it favours a lot of employers. However, since the benefits of online recruiting have been realized way more than ever, an outstanding application media is needed to be attractive among the millions of competitors. The article brought out couple suggested questions to identify whether an application media is good for recruiting Gen Y. They...
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...efficiencies that can be achieved through the use of technology. In addition, the effective use of technology can enable organizations to track employees and reach out when required. Today the social networking sites viz. facebook, twitter, LinkedIn etc. are used as an innovative tool to recruit the capable and efficient human resources in any organization. Technology is moving beyond its role as a business enabler and become further ingrained in the life and work styles of the future workforce, while also changing employee and business expectations and interactions with one another and the world around them. This Paper critically discusses the Impact of Technology on recruiting and mobilizing the workforce, We specifically put an emphasis on what is often called “new” or “modern” HRM practices—practices that imply use of high levels of technology and innovations in recruitment process. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation while drawing attention to the notion of technology and its impact on recruitment and mobility. Moreover, we discuss the risks and benefits associated with advanced technology in recruitment process. This paper will give us an idea about the innovations, technology and recruitment Process. Keywords: HRM practices, innovations, Technology, Mobility. The Literature:...
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