Social Media For Employment Determination †MyAssignmenthelp.com

Question: Discuss about the Social Media For Employment Determination. Answer: Author note Asking the permission of the employee to check the social media site has good consequences than not asking the permission. In this case taking permission is considered with consent as morally correct, as the job role of the employee is directly related with the social media presence skills. It will help establish transparent communication with client. In this case the job performance is directly related to the information to be obtained from the employees social media site. Based on the utilitarian ethical theory, there are good consequences when employer approach in morally correct manner in social-media based decision making. Although with the permission of the employee, weighing the advantages and the disadvantages of accessing the employees personal information on social media to make the job decisions, I would consider acting in a non-discriminatory manner. It is because the worst consequences will prevail over the good in case of acting in discriminatory manner and not taking t he consent. The bad consequences may be in the form of the legal liability. Acting in non-discriminatory manner would be morally correct as the information would only be used for legitimate business reasons as per the Kantans ethical analysis. In this scenario, taking consent would preserve the employees dignity and respect (Holland Jeske, 2017). It would be morally and ethically wrong to use the personal information of the employee given on social media for employment determination. Not notifying the candidates in this case can be considered treating the employee without dignity and respect. It will violate the corporate social responsibility, which, is the part of organisational behaviour. NSW and ACT surveillance laws in Australia inform abut notifying the employees. I could consider notifying the candidates than not notifying as it will allow the candidates to rectify any incorrect or inaccurate information as well as explain the situation (Prichard et al., 2015). On the other hand, employees may have information on social media that made me truly public. If a company has no social media screening policy then it may be technically correct to not notify the candidates. In such situation it may be fair and moral to make employment determinant based on the social media as it may not constitute the invasion of privacy. Howeve r, it is difficult to assume that the social media profile of the employee has public access. According to the Personal Information Protection Act and guidelines of BC employees may complaint and take legal actions on suspicion that the employer has used personal information on social media as background check. Moreover, any information posted by the employee on the social media is subjected to BCs personal information protection laws. There are limitations of collecting information without consent. It is the accuracy of the online information being questionable. There is less possibility of collecting the relevant and updated information. There is also high likelihood of uncovering the material that the employee may not wish to divulge (Thomas et al., 2015). The desired information can be taken by the employer in any alternative format if there is no option to look at the social media site of the employee. It is only in a matter of time that the social media screening in employment has begun. Not all the companies has the social media screening policy, so LinkedIn can be used for hiring and not background check. It is the universally accepted site to check the candidates CV and scrutinise their qualifications. It is the professional networking site and eliminates the chance of inaccurate/unreliable information gained by the social media platforms like Facebook, and Twitter (Buettner, 2016). It will prevent breach of privacy rights and legal actions. Alternate option would be simply recruiting through companys websites, job boards, job search engines, Newspapers, walk in applications and referrals. It will eliminate the ethical and practical dilemmas of social media recruiting. These methods are age old practices and constitute effective as part of strategic HRM management theories and outcome depends on effective human resource policies (Ekwoaba et al., 2015). References Buettner, R. (2016, January). Getting a job via career-oriented social networking sites: The weakness of ties. InSystem Sciences (HICSS), 2016 49th Hawaii International Conference on(pp. 2156-2165). IEEE. Ekwoaba, J. O., Ikeije, U. U., Ufoma, N. (2015). The Impact of Recruitment and Selection Criteria on Organizational Performance. Global Journal of Human Resource Management 3(2), 22-33. Holland, P., Jeske, D. (2017). Changing Role of Social Media at Work: Implications for Recruitment and Selection. InElectronic HRM in the Smart Era(pp. 287-309). Emerald Publishing Limited. Prichard, J., Watters, P., Krone, T., Spiranovic, C., Cockburn, H. (2015). Social media sentiment analysis: A new empirical tool for assessing public opinion on crime.Current Issues Crim. Just.,27, 217. Thomas, S. L., Rothschild, P. C., Donegan, C. (2015). Social networking, management responsibilities, and employee rights: The evolving role of social networking in employment decisions.Employee Responsibilities and Rights Journal,27(4), 307-323.