Background Checks - Assignment Example

The internet via the global village has dramatically changed how people communicate, interact and conduct their business. Advancement in technology has made available new communication tools, which enable communication over long distance. Communication tools such as blogs, wikis, and chat rooms provide platforms on which individuals can express themselves free (Clark and Roberts, 2010). Social networking sites are meant to connect with friends and as well as meeting new people in order to widen ones social circles. Most popular social sites advocate for creation of personal profiles, with information ranging from education level attained to current place of employment. In this regard, social networking sites can be used to establish job networks and forums that aim at enriching members with new opportunities. A background check describes the act by an employer to review both personal and public information in a bid to investigate a person’s history. Most employers’ reckon that about 40% of resumes contain false information, which necessitates the use of background checks to confirm resume claims. This is done as part of the hiring process, furthermore, in most cases requires the subject’s consent to proceed. In addition, it seeks to establish whether the job applicant’s character reveals plausible elements, which may be of benefit to the organization. In the wake technological advancements, employers have turned to the global village as a tool for performing background checks. This entails the use of social networking sites in search of information, which sheds light on their potential employees. It is, therefore, crucial to assess and analyze the pros and cons of googling or checking the facebook pages as part of reference before hiring. This paper seeks to demonstrate the effects of using social sites to perform such background checks. The rise of social media sites has seen potential employers tear through the sites in search of information on their potential employees. According to a survey conducted by CareerBuilder, nearly half of employers who participated indicated they use social sites to research on potential hires (Innovative Employee Solutions, n.d). This raises the question of ethics and whether the information obtained is applicable in the hiring process. The act of accessing social sites in the sense of performing a background check is seen as a violation of privacy, which contrary set regulations concerning such checks. It is regarded unethical behavior to violate a person’s privacy despite the reasons stated. In addition, going through social profiles of potential hires and employees may inhibit their sense self-expression. This is due to fear of victimization, and discrimination as their social activity is being monitored, all in the sense of performing background checks. In this sense, critic comments cannot be posted as it may contribute negatively towards a background check. Some employers also monitor their current employees, which only decreases their independence and lower their morale. In addition, it provides grounds for legal action against the employer for violation of privacy. Exploring this new terrain on the use of social networks for background checks has placed employers at the risk of legal suites due to potential violation of privacy laws. An employer’s examination of potential hire or employee’s social network sites provides a basis for claims employment discrimination, should the employer use the information to dismiss an application (Rashid, 2010). Information on social sites is legally protected; moreover, should not be used unless the employer can justify a legitimate reason in a court of law. The nondiscrimination laws prohibit employers from asking questions concerning the applicant’s age, race, religion, political affiliation, and sexual orientation; however, such information may be readily available on a facebook profile, which an employer may use to deny employment to a potential hire. In addition, discrimination may be accorded individuals whose interest as state on their social network profiles, differ from those of the employer’s organization. Recruiters may base their argument for dismissing an application on vices that may be evident in ones social profile. Activities such as drinking sprees and sexual exploits may be used to establish a biased outcome. Recruiters may seem not to differentiate a social character from a responsible employee based on social network profiles. Employers may also view applicants less favorably following remarks that may suggest hostility, radical positions or derogatory comments which may imply questionable ethics. For instance, a law student complaint about classes being boring in a blog may be perceived as juvenile and used as a baseline. Affiliations and interests of a job applicant revealed by social media may also be used to determine his suitability in a recruiting organization. The internet presents an opportunity for all to bring out their creativity in building an internet persona. This creativity may involve the use of falsified or fabricated information to build a new character that may be more outgoing than the creator may. In this sense, social network sites may not provide accurate data to represent an individual under investigation on background check. The general concern over the use search engines and social sites to perform background checks is directed at the influx of information gathered from such activities. There exists a higher likelihood that information gathered may be taken out of context or misused to discredit suitability to fill a job position. In most cases, the information obtained holds little, if no bearing on the ability of a prospective employee to complete a given task (Jones et al, n.d). Consequently, a significant proportion of potential employees have their applications rejected since their screen name was regarded as unprofessional. Since the background checks using the internet do not require the presence of the interviewee, there is a lack of personal connection in terms of explanations for information unearthed. As a result, there is no fairness and justice relating to hiring following such procedures. This adds to the ethical dilemma following discrimination accorded those who do not fully satisfy the threshold set by employers. Inversely, some organizations have established management practices and policies that employ the social networks as a tool for job recruitment, background checks and employee surveillance for their benefit. This is due to its availability as most people hold accounts in most social sites, and efficiency in terms of time and resources. However, in order to use it effectively, relevant permission from persons under investigation is needed. Search engine and social networking sites provide a cheap model for background research where funds can be saved while getting the work done. The history of works related to an applicant easily pops up, effectively verifying the freely volunteered information. In addition, a hidden character of a potential hire may be revealed by social sites whereas, on face value, such may not be expressed. This is essential avoid the risk of negligent hiring where the organization would be held responsible for damaged caused by the employee. Social networking sites help in predicting patterns relating to behaviors and character of potential employees. For instance, a violent candidate is likely to hint on the same on their social page through comments or photographic materials that they may share with their associates. Social networks also create an efficient platform on which college graduates can market themselves through professional networks (Roberts and Roach, 2009). The graduates can keep in contact with potential employers for their recruitment at a later stage after their training. Such networks also provide interactions between various categories of employers, who may provide career advice to students as well as offer internship opportunities. In conclusion, alternatives should be devised in order to present a clear view of the person in question. Investigations in one’s background should commence with a solid interview before hiring. Employers can also offer job opportunities under probation for character evaluation purposes. There exist rules to preserve the integrity of background checks, which are set to prevent employers from asking questions that are irrelevant to the job. However, the lack of laws concerning the use of information gotten from the internet leads to ethical and discrimination concerns. The vast information obtained over search engines and social media does not present the true character of a potential employee, and should thus cease from being used in the hiring process. Therefore, employers should cease the use of informal, online background checks on job applicants. References Rashid, H. (2010). Employers Using Social Media to Monitor Employees: Risks and Liability. Retrieved from http://www.natlawreview.com/article/employers-using-social-media-to-monitor-employees-risks-and-liability Innovative Employee Solutions. (n.d). The Facebook Factor: Using Social Media to Monitor Employees. Retrieved from http://www.innovativeemployeesolutions.com/knowledge/articles/facebook/ Jones, M., Adam S. and Watson, K. (n.d). The Ethics of Pre-Employment Screening Through the Use of the Internet. Retrieved from http://www.ethicapublishing.com/ethical/3CH4.pdf Roberts, S and Roach, T. (2009). Social Networking Web Sites and Human Resource Personnel: Suggestions for Job Searches. Retrieved from http://bcq.sagepub.com/content/72/1/110.full.pdf Clark, L and Roberts, S. (2010). Employer’s Use of Social Networking Sites: A Socially Irresponsible Practice. Retrieved from http://www.springerlink.com/content/N5GM8723RT8125HH/fulltext.pdf Read More