I do not agree with this supposition as it is less problematic and, I do not think that a great percentage of employers are busy analysing social platforms in order to poach a potential employee from a rival firm. In my opinion, this claim is insignificant since the decision to poach an employee is already a done deal and only depends on their performance capacities as opposed to what they have presented in their Facebook profiles. The most notable reason and for which I tend to agree with, lies with the fact that they use it to obtain information for only job applicants and select those deemed to be somehow mature and responsible in their undertakings.
In checking the ethicality of Facebook tags and posts, the authors argue that the individual candidate may not be fully aware of inaccurate information being passed around of them as being correct while it might not be true. I agree with them there is a high probability that an individual might enter false information about another person hence damage their self-identities. A case example of a library assistant of a certain university is provided. Students formed a group that painted him in bad picture just because he was strict in how he conducted his duties at the facility.
In the course of checking the fine print relating to Facebook profiles of potential job applicants, the authors argue that employers are exposed to possible lawsuits especially when the selection criterion adopted is considered to be biased; inconsistent and inaccurate or even discriminatory in nature. The authors provide such legal legislative acts as the Fair Credit Reporting Act (FCRA) that guides on job applicants giving consent to employers; allowing them a free background checks. Further to note, Facebook also provides for policy stipulations that relates to non-commercial statuses and, also restriction of users misrepresentation.
Thus, employers are expected to get consent from the potential applicants prior to conducting their searches or rather risk violations of rights of third parties; which is punishable under Stored Communications Act. According to the authors, the element of privacy is indeed made up of both legal and ethical concerns hence readily define the rights of an individual in relation to the rights of the organisation at hand. I agree with them that organisations possess a legitimate concern related to conducting thorough background checks as a way of avoiding negligent hiring suits.
In fact, there is a high chance that people would mostly use privacy claims as an opportunity to deceive other people. Perfect examples of such cases can be seen in the substantial levels of lies found in applicant’s resumes. At the fundamental level, the aspect relate to privacy ascertains the manner for which people control access to themselves and can also be used to effectively realise the element of self-control. In legal terms, the authors note that the degree of limitations of privacy remains to be unclear.
I agree with them since some court cases postulate that people have the right to privacy while others have continued the belief that by signing up with Facebook and other social platforms; individuals accept the risk of making personal information accessed publicly. Part II The article is focused on portraying how organisations can effectively utilise such social platforms not only for the purpose of presenting pertinent organisational information to interested stakeholders but also as a medium for gathering relevant informational data on potential job applicants.
The authors agree that the decision of managers using Facebook to try as much as possible to get a potential job applicant’s information is realistic. This is because the platform provides a pertinent and wide variety of information regarding the applicant and at times helps to uncover contradictions submitted with resumes. However, these employers are advised to be cautioned against bias adoption. For instance, it is ascertained that an organisation’s selection criterion could be biased in the event that an applicant’s Facebook profile is made up of inaccurate information or in the case where the applicant’s profile is legally protected and could result to employers going against the privacy acts.
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