Social Media's Use in Employment Decisions Essay

Social media allows society to share more information than ever before. The fact that Internet users are often forgotten is that once photos, tweets, and posts are posted on social media websites, it is always part of the web history. Many people believe that doing or saying on social media sites will not affect future employment opportunities or provide reasons for dismissal, but the reverse is true . The new trend in the employment law is to make employment decisions based on what the employer has found in the applicant or employee's social media activity. The legality problem of this practice is widespread. Social media can be a powerful tool in employment.

Incorrect profiles may adversely affect potential employees. In addition, candidates themselves can create their own images and create the presence of false social media to make them better candidates. (Okuko 3-4)

In addition, many legal issues arise from the use of social media sites as the basis for employment decisions. Legal issues arise when an employer tries to control the way, the timing, and the reasons for current employees to use social media sites. The main concern of the employer is that employees have chosen to use social media sites. Employees using social media sites may reduce the diversion of production and attention. For employers, diversification of employees can cause problems. Not only are highly distracting employees likely to cause expensive accidents, but also the quality of the products they manufacture will be affected, potentially causing safety issues for product users. The two areas that make it hardest to build a rule are the way in which these sites are used and why. Employers need to be careful not to build social media policies that are not overly widespread. While there is a clear business need to protect proprietary information, employers should also be careful not to exceed their scope and that employees systematically express their opinions about working conditions . When an employer tries to quit an employee organization

Employers can use information from accessible social media accounts to determine access. Information gathered from social media can be used in the recruitment process, but there are some restrictions (Employers use social media information to judge age, race, disability, religion, nationality, gender, and these You can not discriminate based on the facts of). . But in general, employers can open personal websites and blogs you think are inappropriate, but it is very limited. Several state laws provide for employer restrictions on the use of social media in disciplinary and dismissal decisions, but the courts often compare employee protection against employer's business interests. For more information on state law and federal law using social media for employment decisions, please see the Social Networking and Computer Privacy page.

Social media is young and the case law on social media and employment is in the early stages. Legal issues that employers should focus on include policy content, adoption and adoption of social media, traps of "friends" in social media, and important ownership issues published online. The policy should be displayed in the form of a guide, not an absolute rule. With the guidelines as rules, employers may violate the National Labor Relations Act which gives employees the right to participate in "Protected Collaboration". In other words, if two or more employees discuss employment conditions in a manner that intends to change or change, it has the right to do so. This protection also applies to employee dialogue using social media. . The National Labor Relations Board (NLRB) is actively forming a legal framework for employees to use social media.

In fact, they are - they are. Recruitment managers and employers incorporate social media (Twitter, Facebook, Instagram, etc.) into the decision-making process. According to Mr. Forbes, more than a third of employers have screened candidates using social media accounts. As the use of social media continues to increase, this number will continue to increase. Please do not post anything that potential employers or hiring managers will find. This includes references to drugs and alcohol, posts and pictures, negative comments to previous employers, racial discrimination, sexism, and other discriminatory remarks. Good rule of thumb? If you have to ask, you probably should not post it