Social networking sites, like Facebook, have detonated on to the business and ethnic landscape. Can businesses use social networking sites to present organizational advice to interested parties, but also maybe assemble information as regards to the job applicants. As an manager, checking out an applicant's Facebook page- much like Googling a candidate's name-is quite tempting. It's clear that supervisors want to know about a candidate as possible. Facebook pages can provide a wealth of info beyond, or potentially contradicting, an applicant's submitted files.
You've Been Tagged! (Then Again, Maybe Not) Employers and Facebook Case Solution
There are several reasons for caution while this may represent a useful tool. For example, an organization's selection procedure may be biased if an applicant's Facebook page contains erroneous information, if some applicants do not have Facebook pages, and/or if lawfully protected demographic info ends up being part of the choice process. Just as importantly, there are ethical problems-in particular, an individual's right to privacy-which must be considered.
PUBLICATION DATE: September 15, 2010 PRODUCT #: BH404-PDF-ENG
This is just an excerpt. This case is about STRATEGY & EXECUTION
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