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

Instructions:

Project description
The Final Research Project will present research relating the responsibilities of a critical thinker to contemporary society. In this assignment, you will do the following:
Research one aspect of a contemporary social problem.
Define the problem.
Propose a possible solution for the problem.
Create an argument that supports your thesis position. You should take on the perspective of a critically thinking researcher. The argument must present a thesis statement and evidence to support the thesis statement.
Evaluate the ethical outcomes that result from the position you take on the issue and explain how those outcomes would influence society and culture.
Interpret statistical data from at least two peer-reviewed scholarly sources.
Evaluate evidence using the following standards: validity, reliability, and bias related to the chosen topic and accurately identify strengths and weaknesses.
Research and Define the Problem
You must take on the perspective of your major field of study (Psychology) and explain in your paper what that perspective is and how it informs your view of the topic.
The thesis statement will be - Utilizing social media profiles as part of the screening process during the recruitment and acquisition function is deemed to be discriminatory because of reason A, reason B, and reason C.
Your Argument
You must present a complete argument, including a major claim with at least five points of evidence, information, or data that will prove the claim.
The thesis statement must be
A clear, simple declarative sentence as the first or last sentence in the opening paragraph of the essay.
Of such a nature that it can be substantiated, corroborated, verified, and proved through appeal to primary or secondary academic research source materials.
The introductory paragraph must
Present the thesis statement, an explanation for the importance of the topic, and its relation to the students field of study.
Beliefs, opinions, and personal opinions must not be introduced at any point in the essay.
All beliefs and opinions should be supported with academic evidence. Sweeping generalizations with no supporting academic evidence do not reflect adequate critical thinking skills.
Do not include rhetorical questions in your essays. All the questions that are pertinent to your project need to be answered in your essay and your answers again need to be supported with evidence from peer-reviewed journal articles and academically published books.
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Added on 31.07.2016 15:18
Here is additional information that needs to be included...
Ethical Outcomes of the Position You Take
After you have defined the problem and created an argument about how one ought to respond to the issue, you need to explain the ethical outcomes of the position you have taken. This should again be in relation to the field of study in which you are working. There might be different ethical outcomes that result from your analysis. For example, going back to the example issue above, from an economic standpoint, illegal immigrants might contribute positively to the economy of Northern Illinois in a specific number of ways. Thus, an economist who believes that positive impact to the economy is the greatest good would say that one should promote the use of illegal immigrants. However, because these workers are often paid less than others and eliminate jobs that could be done by residents of Chicago, there could be other negative ethical outcomes that would outweigh the positive impacts to the economy. It is your goal to draw out the ethical implications of your thesis and explain the underlying rationale that is the foundation for your claim that one action is better than another.
Critical thinkers are those who can outline the positive and negative ethical impacts of their positions. In addition, they are able to provide a rationale for why they believe a specific position is the right position, even when it leads to negative outcomes.
Critical thinkers are also able to be honest and objective about the limitations and gray areas that pertain to their theses.
Quotations:
There must be no more than 15% quoted content in the body of your essay. All quoted material must bear quotation marks and a full quotation citation.
Source Documents:
There must be 10 or more source documents used, cited, and referenced.
Multimedia sources (such as videos) may be used, but no more than two such sources may be used. If multimedia sources are used, then they must be authored and distributed by credible sources, such as universities, law schools, medical schools, or professors, or found in the Ashford University Library.
Where print documents are used for source materials, those must be peer-reviewed, scholarly journal articles, and academically published books. Popular media sources (e.g., newspapers, magazines, television and radio shows, etc.) may not be used. Materials from advocacy groups (e.g., Greenpeace, Human Rights Campaign, National Organization for Women, etc.) may not be used.
Two of the peer-reviewed scholarly sources used must include statistical evidence, which must be accurately interpreted.
Sites such as ProCon.org and Wikipedia should not be used.
Religious texts are neither peer-reviewed nor scholarly and so may not be used in any way.
Summary Conclusion:
You must have a summary conclusion as the last paragraph(s) of the project, presenting the major point of the essay and the evidence supporting that point.
Reference List:
The list of references must include only those source documents that are cited within the body of the project.
The project must fully comply with APA formatting standards and requirements as outlined in the Ashford Writing Center: title page, running header with page numbers, font face and size, line spacing, citations, and reference page(s).
I"ve also attached an annotated bibliography already competed for this project earlier in the class assignments if it helps.

source..
Content:

Utilizing Social Media Profiles for Hiring
Name
Institution
Instructor’s Name
Date
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...
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