Social Networking Sites (SNSs) such as Facebook and Twitter, are valuable tools to build career profiles and discover job opportunities. However, evidence suggests that employers also use these sites to assist with HR decisions, including the evaluation and screening of job candidates. Are employers justified in using SNSs to make such decisions or is this simply an invasion of privacy?
by Emma Torney
1. Could this make valuable employees not want to work for a company?
2. Has this been used in any unfair dismissal or discrimination cases?
3. What are the pros and cons of doing this?
4. How accessible is it for employers if a persons security settings are on high?
5. how does an employer even know if it is the candidate in question that has posted incriminating things on their SNSs?
6. Where is the line drawn between business and personal life if this is the case?
7. How useful would the information they find really be to an employer?
8. Could this save organizations/companies money and resources?
9. What is the Law on this?
10. Could this help along side a criminal check of a persons true credibility?
11. Would there be an age barrier for employers looking at potential employees SNSs if they are under 18?
12. Could this help people with a disability explain about themselves a little more clearly to an employer?
