Social networking sites such as Facebook, have exploded in the cultural and business landscape. Not only companies use social networking sites to provide organizational information to interested parties, and may collect information about applicants. As an employer, the applicant's checking Facebook pages as well as search on Google the name of the candidate, it is very tempting. It is clear that the leaders would like to know more about the candidate as possible. Facebook pages can provide a wealth of information beyond, or perhaps contrary, the documents of the applicant. While this may be a potentially useful tool, there are several reasons for caution. For example, the selection of an organization can be removed, if the applicant's Facebook page contains inaccurate information, if some applicants do not have Facebook pages, and / or if a legally protected demographic information comes to be part of the selection process. Facebook's own policy shows that the organization may face legal challenges if it finds, Facebook page of the applicant as part of the selection process. Not least, there are ethical issues, in particular, the human right to privacy that should be considered. We would encourage organizations to develop guidelines on the use of social networking in the application process, based on the practical, legal and ethical issues raised in this article. "Hide
by William Smith, Deborah L. Kidder Source: Business Horizons 9 pages. Publication Date: September 15, 2010. Prod. #: BH404-PDF-ENG
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