Research Paper: Utilizing Social Media Profiles for Hiring (Essay Sample)

Utilizing Social Media Profiles for Hiring
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Utilizing Social Media for Hiring
Introduction
Brown and Vaughn (2011) reported on how the hiring managers and the recruitment teams are leaning towards social networking sites (SNSs) with an aim of finding comprehensive information concerning the job seekers. The comprehensive information might include their lifestyles and families. According to Cook (2012), the American job market has been unsteady for the preceding decade and hence, because of the increased utilization of the SNSs, the hiring professionals have focused their efforts of sourcing the exceptional and talented job applicants from the social media. The online technologies have continued to revolutionize the recruitment platform for both the job candidates and the professional hiring team.
Cober et al., (2000) has pointed out that the online advancements are replacing the traditional methods of job applications and advertisements such as newspaper ads, job fairs, and word of mouth. Although the SNSs provide detailed information concerning the job applicants favor the potential hiring managers’ interest, it also contributes to potential limitations and legal challenges (Brown & Vaughn, 2011). Verhoeven and Williams (2008) identified that social media profiling has increased the overall hiring process but has also increased the number of unqualified applicants. Rainie (2010) performed a national wide survey and established that 74% of Americans utilizes the Internet; the demographics simulated that 93% of the users were found to range between 18 and 29 years. The statistics proved that the online recruitment was biased on age. Nevertheless, social media recruitment has increased the chances of discrimination during the hiring period (Verhoeven & Williams, 2008). According to Cook (2012), a research coordinated by Microsoft established that 70% of U.S. hiring professionals have eliminated candidates because of the contents determined in their SNSs that sometimes have been found as wrong information. For instance, the job applicant might have taken a picture with a glass full with drinks and the hiring recruitment might assume he or she is a heavy drinker. The job seekers have aired their concerns concerning the appropriateness of the hiring professions using their online reputation in the decision-making process during recruitment. According to McCreary (2010), much of the protected material such as religion, gender, age, disability status, ethnicity, and nationality can be accessed through the online profile, and this puts the recruiters in a challenging position.
Thesis statement: Even though it has increased the overall hiring process (Verhoeven & Williams, 2008), recruiters are more inclined to hiring through online because they are provided with detailed information concerning the applicant such as lifestyle and family since 74% of Americans utilizes the Internet (Brown & Vaughn, 2011; Ronnie, 2010). However, it encourages discrimination because wrong information can be accessed such as fake identity. Promotes discrimination since 93% of the Internet users are aged between 19-29 years hence the senior citizens are neglected in the job market (Cook, 2012). It also promotes discrimination against protected category because the information entailing disability status and religion can be accessed quickly (McCreary, 2010).
Utilization of Social Media in the Staffing Procedure
Despite several inventions that have occurred in the last couple of decades, the Internet has been that one inventiveness that has created a greater effect on the society. The Internet has transformed the methods we acquire, share, and interchange information. It has influenced several facets of our daily lives depending on where we shop; obtain the relevant news, how we express ourselves and the channels of communication just to name a few. Its capability and platform that has enabled us to pass the information to the bigger audience beyond our boundaries possess both optimistic and adverse outcomes. According to Betances, Solarczyk, and Bellows (2012) social media has provided individuals with the freedom to share their moments either through pictures or updates portraying their enjoyable moments and the positive influence on social interactions. However, through the same channel, the general privacy of an individual might suffer resulting in adverse consequences.
Numerous social media websites exist including Twitter and LinkedIn, but Facebook is the most popular. According to research conducted by Burbary (2011), as of March 2011, Facebook had approximately six hundred and thirty million registered users worldwide. Along with the increased utilization of Facebook, the employers have grabbed the opportunity of using this site in the recruiting process to determine the fit candidate. Since there are, no laws prohibiting the companies from accessing individuals’ social media sites, the hiring managers determine how the information they have acquired will affect the capability of the candidate obtaining employment. Joos (2008) stated that most high profile businesses are using the advanced Internet technologies to source for potential employers; the companies are drawn towards acquiring passive, yet very exceptional and talented employees for their organizations.
Broughton et al., (2013) states that a survey conducted in the USA in 2008 for the US SHRM established that the utilization of the SNSs has escalated from twenty-eight percent in 2006 to forty-four percent in 2008. Most of these businesses were utilizing the social networking sites as a marketing means to source and recruit applicants. Additionally, another survey suggested that ninety percent of the job seekers perpetuate that the organizations infringe their social media sites before considering them for an interview or even a job (Broughton et al., 2013). The trend of utilizing social media profile for hiring is escalating since most of the employers have increased their emphasis on the significance of the social media in the staffing procedure and its capability. Jobvite (2011) conducted a survey that noted that Fifty-eight percent of the companies have successfully recruited through social sites although, in professionalism, LinkedIn was the most successful. LinkedIn tends to attract a more professional and matured approach and hence, it varies in contents as compared to those contained in Facebook. However, the greatest dilemma that faces job seekers is the information the potential employers might find in the social networking sites and end up being hurtful to their chances of employment.
Ethical Outcomes
Evidence For And Against Discriminatory Because Of Information about Protected Category.
First, the social media profiles and personal websites make recruiters susceptible to discrimination because it might provide information concerning the protected category. Employers have always contended using the social media profiles as an effective method of screening out individuals that are not culturally fit according to the organization expectations. Swallow (2011) performed a study concerning social media evaluation and established that ninety percent of the recruiting team have scrutinized the social media profile of a potential applicant during the screening procedure. Despite the advantages, the data collected in the social media profiles may provide a range of information that might have negative consequences. The online profile information contains data concerning the gender, race, sexual orientation, marital status, disability, and religion.
Walker (2016) state that by looking at the job seeker's social network sites proves lack of confidentiality and invasion of privacy. The employers can determine a lot concerning an individual by accessing their social media profiles. Through accessing an individual profile picture, it is easy to acknowledge the applicant’s race and disability status. Additionally, one can know some personal information such as the family, interests and if they are veterans which could lead to the organization being subjected to discrimination. The harm of doing a background check on a person using their social media profiles is that one might find out that the job seeker belongs to a protected or minority group. The information gathered through social media is that which the employer will not know through the general application. Additionally, Mitz (2015) states that disparate impact allegations might arise whereby the company systematically denies the applicant employment because of his or her race. While the employer might possess the right to view the public social sites, it is illegal to deny the applicant an opportunity based on the classification in the protected category. According to Black and Johnson (2012), the method of screening the social profile status provides the employers with the ability to be biased in the decision-making process and discriminant against the potential job seekers. In a national survey conducted by Segal and LeMay (2014), thirty-one percent out of two hundred and twelve respondents stated that social media screening in the hiring process is unethical. They were concerned about the information accuracy.
The employer has no idea about the employee other than what they have presented in their scholarly papers. An applicant could have handed in inaccurate information concerning their conditions and religion. Therefore, it is only appropriate for the employer to do an online background check to verify if the information provided is eligible with the job opportunity. The social media gives an insight concerning an individual’s interpersonal life and determine the social perspective of an individual (Whitepaper, 2014). Therefore, through online recrui...