The Debatable Issue of Information Privacy on the Internet

Ever feel like you are being watched? How about having the feeling like some one is following you home from school? Well that is what it will be like if users do not have the privacy on the Internet they deserve. EPIC (Electronic Privacy Information Center), a advocacy group that has been fighting the Clinton Administration for tougher online consumer protection laws, and other privacy protection agencies have formed to protect the rights and privileges of the Internet user. With the U.S. Government, EPIC has had to step in and help small companies and Internet users with their own privacy problems, hackers getting into their systems and ruining the networks, and crackers stealing and decrypting private

Private information that was previously segregated now becomes easily accessible to employers, colleagues, recruiters, and clients, among other perhaps unintended audiences” (Abril, 2012, para. 4). Yes, most social media sites attain privacy settings but one must always remember there are hiccups in everything on the internet and no guarantees leaks will not occur.

Employers on our social media, this is a fact that everyone in this age accepts but do not necessarily like or want. Some people say it is okay to check social media when looking for who to hire, but this infringes on privacy rights. If an employer finds something discriminating on a profile and decides not to hire the person this is not okay, even though some may say it is because you want to know what you are getting into. An employer could find information that was not even true on social media, this would not work in favor of employment. It is not okay to check social media when employers are hiring because it invades privacy, discriminates and the information provided on the site could be false.

One of the most highly debated issues in the business world is the use of social media profiles as a determining factor in the hiring process. Some people feel that using someone’s social media profile is an invasion of privacy because it uses something from their personal life to determine their professional success. As long as the company follows some basic guidelines I believe there is nothing wrong with them looking into the profiles of their potential employees. It is important to point out that while looking at many of the different ethical ideologies, this practice does not violate the ethical conducts. Teleologists would agree that looking into someones profile will ensure that you are hiring someone who will conduct themselves in a proper manner. Therefore, the means of looking into their personal lives justifies the ends in which you hire a professional with good character. Deontologists would likely agree that as long as the company does not try to find loop holes to see into protected accounts that they are respecting the rights of the individual and therefore are not being unethical. I believe that it is reasonable for a company to use social media profiles as a basis for hiring because everything posted on the internet is public domain, it allows them to get an understanding of who the potential client is, and you want to ensure that you are hiring someone who fits in to your company.

The NLRB has made findings regarding the use of employee posts on Social Media sites to discipline or terminate those employees. Typically these cases occur when an employee posts “negative” information about their current employer or boss. Sometimes these are “public” and other times the employer uses “spies” or “fake friending” to see the Facebook page of the employee.

In 1990, Tim Berners Lee invented the World Wide Web, since then a huge uprising in technology and social media has allowed us and others to invade the privacy of one another. Due to this massive growth, social media became widespread in today’s society, allowing easy access to people’s private information. Sadly, this information may be the reason someone is looked over after a job interview, because employers go through social media to evaluate a potential employee’s behavior. Is it a good thing for an employer to invade the privacy of a current or future employee, as a tool to evaluate ones character?

Sites such as LinkedIn helps recruiters in recruiting candidates by expanding the reach of their personal networks, contact candidates directly, and manage an array of talent (Schawbel, 2012). With most people being aware that employers do reference their profile for character check, people do believe that employers have the right to view their information in order to learn about the candidates’ personality and to ensure the person is not a liability (Budden, Elkersh, Vicknair, & Yancey, 2010). In conclusion, employers should be using social media only for job-relevant purposes. Employers should take specific steps

In our digital age, people are increasingly using social networking sites like Facebook and MySpace to share personal experiences, relati onships, opinions, and accomplishments with family and "friends." They view their Web sites as private and their right to voice their opinions or post pictures of themselves as protected free speech. Should employers have the right to terminate employees based on personal information that the employee has posted online? In most cases, the answer to this question is "no."

With the rapid development of information technology, people have been entering the information age, and almost people have one computer. But recent years, more and more people find their privacy information which was stored in their computer is easily to be lost or snooped, it makes them feel very insecure. We all know that each computer has its own unique physical information, such as IP address which is the useful basic information of computer, subnet mask and also can track a computer by detecting the DNS (Domain Name System). These physical information are very useful, it can help police to solve case, and also has many negative influence to people life. The debate of personal privacy on internet is very drastic, particularly recent

Social networking sites are a dangerously sharp double-edged sword. Professional sites such as LinkedIn can showcase one’s talents and provide an advantage within a large applicant pool while personal sites, such as Facebook, Twitter, myspace, even YouTube, if used irresponsibly, can make public many aspects of an individual’s private life which can reflect negatively, when viewed by others. The article “Didn’t get that new job? You need a better Facebook score” (Garling) highlights one of the many ways prospective employers can quantify someone based on their social media presence. The article describes a process whereby hiring managers rely on a consulting firm of sorts. This firm provides a score for each applicant based on their social media presence.

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

Employers invest a great amount of trust and resources when hiring employees. Social media should be used in order to distinguish

Almost everyone in developed countries, during this day and age, has social media accounts. There are many platforms of social media including but not limited to: facebook, twitter, instagram, snapchat, myspace, linkedin, etc… And there are many reasons for using these social media platforms such as: keeping contact with old friends and distant relatives, meeting new people and sharing life experiences with people around the globe, or stalking that cute girl at work but never making contact. Among these reasons, and many more is the controversial topic of whether job employers should be able to use of social media to look up applicants. I believe job employers have a right to look up potential employees because doing so would allow them to

The internet has brought mixed blessings to the people who use it. It is a fantastic information source but the relative lack of privacy has brought forth a major problem. Anyone with even little hacking knowledge can track every move that you make while using internet services and/or view private or confidential information. It is now possible for some internet sites can actually find information such as e-mail addresses or the name of the person/people viewing the site without authorisation. This problem can affect everyone who uses any internet services and ultimately can lead to very confidential information(such as credit card numbers) getting into the hands of criminals.

Even though the practice of using social media to vet candidates is relatively new, there are standards already established for this process. Employers who are hesitant to use social media typically cite fear of allegations of discriminatory hiring practices. To protect themselves against legal ramifications of unfair hiring processes, employers should always consult with an employment attorney to develop policies for gathering and use of internet-based information (“The Facebook Background Check.”) An employment attorney can help