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Naldzhyan 1

Karo Naldzhyan

Prof Millstein

ENGL 114B

1 April 2018

It’s Just Business

The core to any successful business is its various employees. Each employee is hired to

perform a specific set of tasks in order to better help the success of the business. For high level

jobs, the people looking for work must go through intensely difficult levels of education and

training before they even stand a chance at being eligible for the job itself. This includes a

college education or even a trade school. Recently, social media has become a key factor in the

hiring process. Businesses are now able to do a background check on a potential applicant’s

social media in order to find additional information that will determine if they are reliable asset

for the business. Monitoring potential applicants’ social medias is a beneficial tool for businesses

engaging in the hiring process. It will give additional information of the applicant that will help

them find productive employees that they can rely on. It allows for them to check the accuracy of

resumes and also notice any bad things about the person that may hurt the business has a result.

Some may argue that businesses monitoring applicants’ social medias as a tool for hiring

is an invasion of privacy, and it is against the law, in an article about this topic it states, “When

accessing public information, privacy is not an issue as the candidate purposefully placed that

information to be easily seen.” (Felts 2). Social Media is a choice, if you chose to have one, then

you understand that any information you put on it will be open to the world. Many users know

that everyone will be able to see what they post; therefore, they are putting privacy to the side.

This is why it is not against the law for businesses to monitor social media accounts. These
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businesses are just accessing information that is open to the public, and as a business it is key to

take any extra steps necessary to better help the success of the business, thus using social media

monitoring as a tool further helps check legitimacy of potential applicants. The article further

states, “federal and state laws have restricted permission of data for employers. Employers are no

longer able to request logins for social media profiles. It is a federal crime to disregard any social

media platform’s terms and conditions, so many social media platforms, including Facebook,

include a privacy clause in their statement.” (Felts 3). Social media platforms have various

privacy clauses that allow for the protection of people’s social media accounts. For example,

both Facebook and Instagram allow for users to go private. This means the account owners must

grant permission for people to access their account and view what they have inside of them.

Businesses are not doing anything illegal by background checking peoples social medias, they

are exploiting the fact that some applicants do not have private accounts, therefore a business can

acquire additional information to help determine if the applicant is right for the job.

Businesses using social media to monitor applicants allows for them to hire more

productive and reliable employees. Businesses, especially major ones must undergo hundreds of

applicants who are looking for a job. The recruiting and hiring process can be very expensive for

a business, an article relating to this state, “Well-known recruiter Jörgen Sundberg puts the cost

of onboarding an employee at $240,000. And, according to the U.S. Department of Labor, the

price of a bad hire is at least 30 percent of the employee's first-year earnings. For a small

company, a five-figure investment in the wrong person is a threat to the business.” (Fatemi 4). A

bad hire causes huge economic and social impacts on a company. Hiring a bad employee results

in thousands of dollars that are lost, and you as a business take the risk of damaging the current

employees you already have. It’s can be considered a virus, whatever it comes in contact with it
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destroys or tarnishes, thus the pressure of hiring a good employee is tremendous. Another article

writes, “This sense of urgency happens for several reasons, CareerBuilder noted: the current staff

may be overextended, a project may require new talent, or a key employee may depart suddenly,

leaving a critical hole in the organization. Too often, hiring managers are so anxious to put a

body in the vacant chair that they overlook candidates' flaws and end up hiring someone who

really doesn't meet the needs of the job, CareerBuilder noted. More than 1 in 5 respondents (22

percent) to the CareerBuilder survey said they lacked the skills to interview and hire people

effectively.” (Frye 5). Many Businesses are put in bad situations that make them anxious for a

new hire. A problem can arise when businesses rush into hiring a new employee in order to fill

the gap and continue to make money. Social Media monitoring makes this much easier because it

gives these businesses access to beneficial applicant information within seconds and is a tool that

can help reassure the business that they are making the best possible decision. Aside from that,

the businesses that lack the skills needed to hire people effectively, can now use social media

monitoring to better help them hire. Social media monitoring can help businesses save money

that is lost by bad hiring decisions, and it serves as extra reassurance when someone is being

hired.

Businesses using social media allows for them to find key skills that they would like in a

future employee. A resume given to employers only shows what the applicant wants the business

to see. The person applying for the job can put false information on a resume. Skills can be listed

that the person does not have, and past information can be given that is completely untrue. Social

media monitoring allows for these businesses to view and check the legitimacy of information,

and see if the applicant has skills that they would like in an employee, an article relating to this

state, “Having their social media pages investigated has paid off for a number of job seekers. The
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research shows that 44 percent of hiring managers found content on a social networking site that

caused them to hire the candidate. Specifically, 38 percent said they found information that

supports the candidate's professional qualifications, 37 percent discovered the perspective

employee had great communication skills and 36 percent were impressed with their professional

image.” (Brooks 9). Businesses whom have used social media monitoring show a positive result.

For many job seekers, the monitoring of their social medias has been beneficial towards there

hiring. Social media monitoring allows for businesses to filter out applicants who are either lying

about information or are not the right fit for the image of the business. If the image of the person

and business are the same, then it poses as a good hiring decision. For example, a business that

seeks to better improve water in areas where it is scarce or unhealthy, and a person who seeks to

help people’s health share a similar image. Thus, hiring this person can benefit the business,

since they are interested in similar goals. The use of social media monitoring is businesses is

rising as an article states, “More and more companies have begun using social media to attract

new talent. Social media allows companies to target specific qualifications, effectively

correspond with candidates, and evaluate applicants.” As social media monitoring rises, it

becomes much more important during the hiring process. The use of social media can give

businesses a means to target people of interest and also check legitimacy of potential applicants.

With social media monitoring during the hiring process growing, it has become more and

more important for both businesses and the job seekers. Maintaining a healthy social media

account can attract various businesses who may want to hire you, in return it also allows for

these businesses to see if the candidate is the right choice. By reviewing the information that was

given, and the social media information, businesses are now able to make a much safer decision
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in the hiring process. This can result in thousands of dollars saved from hiring the right employee

and will also put the job seeker in the right place.
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Works Cited

“Blog.” The Nimble Blog, www.nimble.com/blog/5-companies-who-have-nailed-social-media-

recruiting/.

Brooks, Chad. “Keep It Clean: Social Media Screenings Gain in Popularity.” Business News

Daily, 16 June 2017, www.businessnewsdaily.com/2377-social-media-hiring.html.

“The Cost of a Bad Hire Can Be Astronomical.” SHRM, 30 Mar. 2018,

www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/cost-of-bad-

hires.aspx.

Fatemi, Falon. “The True Cost of A Bad Hire -- It's More Than You Think.” Forbes, Forbes

Magazine, 29 Sept. 2016, www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-

a-bad-hire-its-more-than-you-think/#27d9a1d64aa4.

“Should Employers Conduct Social Media Background Checks?” InfoMart, 20 June 2017,

www.infomart-usa.com/blog/employers-conduct-social-media-background-checks/.

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