Social Media Profiles As An Invasion Of Privacy

It is an effective way to eliminate bad applicants by checking their social media. This is not illegal, if one makes it public then it is public (Source A). Applicants should not be displaying behavior that could jeopardize a business. It shows a lack of maturity and unreadiness for work.

There are, of course, grey areas within this debate.  It is appropriate that any social media post that identifies the individual’s employer is of justified interest to that employer.  However, where an individual discusses work situations without identifying the employer it is perhaps harder to justify this intrusion.  The obvious line here is that companies should, by and large, restrict themselves to monitoring mentions of their brand or senior executives and should stay away from monitoring individual staff names on their own unless otherwise justified.

Merriam-Webster defines ethics as a “set of moral principles: a theory or system of moral values.”1 Much of the information about people is equivalent to what can be discovered in a phonebook. Phone companies should not have the residential listing in their phonebooks if privacy was an issue. That statistic alone does not make a distinction of privacy invasion. The danger of ethical investigations is the instant cross referencing of other search engine and database information combined with the perpetrators intent for this information. Accessing GPS features and tags on photos and internet posts, which can be reversed-lookup to some degree, privacy invasion threats are ever-increasing. There are huge problems with inaccurate information, this

Privacy is one thing employers are violating on social media. When potentially hiring a new employee and picking one, the ones that do not get hired are discriminated against purely because they were not chosen. It is alright to check legal records to make sure the person you are hiring does not have a criminal record and that they are legally in the country. That is good practice for anyone especially an employer looking to hire. There is no need for potential employers to check potential candidates Facebooks, blogs or any other social media site because it is not necessarily information the employer needs to know or wants to. If the employer wants to know something about a candidate they should ask them

So I ask, is it right or wrong ethical for employer to access employee’s social media page? One con of this is that an employee may not be able to express themselves without the fear of being dismissed. From the selection “Fired up or just fired,” Rhonda has an explanation and research results on cons of the connectivity of having employers as “friend”, “recent study of companies with 1,000 employees found that 8% of their employees have actually been dismissed for their

With employers having access to a wide range of networking sites, it is more efficient for them to look up additional information about the candidate while saving cost and time. One research showed that a candidate was able to secure a job because their social media profile showed them as creative, well-rounded, and a good fit for the company (Budden, Elkersh, Vicknair, & Yancey, 2010). Companies use this data in order to inspect whether a candidate maybe outgoing. For example, someone who does not have any social networking profile is thought to be likely hiding something or is introverted or is not well-versed with technology (which is a requirement for most professional jobs). Companies can weed out candidates using this information and possibly find applicants that are likely to fit in with their corporate culture.

Recently police have been searching many people’s private information, which is an invasion of privacy. Will this cause an even bigger riot between the people and police? Some believe these actions are appropriate, and necessary to help maintain safe communities. Officials should not be allowed to use information obtained from private devices or social networking sites.

Olivia Perkins writes in “More Than Half of Employers Now Use Social Media to Screen Job Candidates, Poll Says; Even Send Friend Requests”, the do’s and don’ts for creating the perfect profile. According to Perkins, interviewers prefer applicants with social media accounts over applicants without them (line 8), just to give an extra bit of knowledge to who the applicant truly is. This article relates to articles “Student Awareness of the Use of Social Media Screening by Prospective Employers” by Terri Root and Sandra McKay and “The Law and Social Media in Hiring” by Johnathon Segal because all three use a mass number of stats and percentages in their writing. “60 percent are looking for information that supports their qualifications for the

We have all experienced it. The tingles down your spine while your sixth sense picks up someone’s harsh eyes scanning you. You are being watched. As the little hairs stand up on your neck and the chill of judgment floods your body, you choke on the insecurity that comes over you. Some break out in a nervous sweat and drown themselves in doubt; others do not hesitate to send beams of criticism back. Many stare with innocent intentions while others purposely hope to provoke anxiety. However, if you did not know that someone’s cruel eyes were on you, would it be just as bothersome? Since 2000, internet security has been an issue that many feel is a violation of their privacy. This controversial topic has hit almost all newspapers with

As the employer, I have a duty to maintain ethical and legal standards during the hiring process. Ordinarily, any ethics screening is often overlooking thus it is extremely important there is an ethics screen for hiring process. The company will have a strong ethics policy that will be very transparent about company’s ethical standards in all stages of hiring process. The first initial notice would be to inform all potential applicants about the ethics job screen. Moreover, this helps to maintain ethical standards by signaling the company cares about how ethical you are. Evidently, employers cannot gather or use information that breaks the law. During the hiring process, the company cannot ask applicants for passwords to social media outlet.

According to Renee Fricks, vice president of human resources at Imperial Capital, “Your social media profile can be more revealing that your resume” (Cohen, 10). Social media has become a normal use of technology of an average college student. From Facebook and Twitter, there is a means of connecting students on diverse planes via the Internet. This allows employers to search any potential job candidate’s social media to investigate user’s posts to determine if they fit their position and hold themselves with high moral regard. If students do not monitor what they post, potential employers may be turned away because of inappropriate pictures, conversations, or other behaviors. Learning about proper social media uses can prevent qualified candidates from losing job opportunities.

As the world becomes more connected to each other, personnel privacy rights are being stifled due to the need for free flowing information. Closed Caption Television Systems (CCTV) is an invasion of personal privacy. The criteria that are used to measure invasion of privacy are constitutional rights, probable cause collection rights, consent of tracking rights, and storage or destruction of all materials collected from the CCTV system.

Social networking sites such as Twitter or Facebook have created a new ethical dilemma for many businesses. Corporations, small businesses, and even universities are struggling create policies to manage their employees social networking behaviors. Social networking access, particularly for recruiters, can provide personal information about potential employees, which would otherwise not be available. A business must follow statutes and guidelines when disclosing information to the public. Individuals on social networking sites have no such constraints. Employees can and do make comments about their employers online. Employers can and do watch what employees post online. Any individual can send or post potentially damaging information

It’s unfortunate that this company was so poorly represented by these employees. However, studies suggest this type of behavior can be predicted and thusly avoided via pre-screening of potential employees’ social media profiles. It is better for both

My second reason for why I believe job employers should have the right to look at social media accounts of potential employees is because it allows the employer to find out if the candidate presents a positive professional image and good communicative skills. If an employers chooses to look at someone who bullies others on social media it could show that that applicant has a poor character. If they look at someone who is illiterate or inappropriate with images or words that could show a potential problem with maturity. If an employer looks at someone who has positive feedback from peers and shows an active involvement in the community, it could show the employer that the candidate has the ability to help the company grow.