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The use of the Internet and social media information of a job candidate as a
personnel selection tool
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The use of the Internet and social media information of a job candidate as a
personnel selection tool
Various methods exist to stay updated with an individual's recent developments. The
InternetInternet is a repository for vast information, including data from frequently visited
websites and social media profiles on various platforms such as LinkedIn, Facebook, Instagram,
Twitter, and YouTube. Individuals utilize diverse social media channels to update their
acquaintances, relatives, and colleagues about the social events they participate in to maintain
effective communication among them. When assessing the appropriateness of an individual for a
given profession, it is crucial to consider their aptitude, disposition, expertise, drive, and
character traits. The assessment of the candidate's potential for success in the position is
primarily based on their demeanour. The primary responsibilities of a recruiter involve analyzing
job requirements, devising suitable selection techniques, and ascertaining the most suitable
candidate for the role. This data subsequently forms the foundation for determinations about
employment. The contemporary world has experienced substantial transformations, including
globalization, facilitated by the enhanced availability of the internet (
Khanna & Kaur, 2019)
. The
phenomenon, as mentioned above, has resulted in a heightened degree of competitiveness within
the labour market.
Furthermore, the emergence of novel technologies has facilitated the proliferation of the
telecommuting phenomenon within the labour force. (Jeske & Shultz 2016 )Modifications to the
configuration of the organizational framework and the responsibilities assigned to individuals
have also been observed. The trend of screening and recruiting potential job applicants through
online searches, social media platforms, and virtual networking is rising. As illustrated in the
subsequent table, this phenomenon presents advantages and disadvantages.
Advantages
Budget savings
An organization's utilization of online tools for screening procedures results in a
noteworthy reduction in both the time and financial resources expended on said procedures.
Recruiters can leverage social media platforms and professional networking websites like
LinkedIn to disseminate job postings and connect with prospective candidates for available
positions (Ptel, 2020). Subsequently, prospective candidates contemplating their application
submission will react to the advertisement by furnishing their requisite documents for evaluation.
The recruiter meticulously scrutinizes the candidate's application form. In the event that the
aspirant's website or social media accounts are accessible, the hiring manager may peruse any
supplementary data that is presented on those channels. The feasibility of dispensing with in-
person interviews may be attributable to digital platforms providing access to information
regarding a candidate's cognitive and emotional disposition, ethical principles, academic
qualifications, and physical capabilities. (
Black & Johnson, 2012)
If this scenario materializes, it
would be optimal to interview via an online platform.
Candidates show their personality online.
Recruiters evaluate candidates' profiles and social media activity to ascertain their
suitability (Becton et al., 2019). The evaluators assess the candidate's character by scrutinizing
their comments for discriminatory content based on gender or race and their values and posts to
identify any potential criminal or unethical conduct. A recruiter can uncover any falsifications
made by a candidate on their application, including but not limited to their educational
attainment, published works, and personal background. Additionally, the recruiter may assess the
candidate's reliability, work ethic, and composure. These measures prevent the recruitment of
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unsuitable personnel, thereby safeguarding the organization from potential defamation or
embarrassment in the future. This holds particular significance in organizations that secure
financial backing from benefactors or stakeholders or those whose data is significant to the
general public. An incorrect selection, particularly for top-level managerial roles, can cause
significant embarrassment for an organization, such as a university or company.
A larger group can be reached.
Identifying proficient individuals via social networking platforms is simple, enabling one
to expand their outreach to a larger demographic (Muninger et al., 2019). The utilization of
keywords by recruiters to delineate the desired attributes and qualifications of potential
candidates can enhance the efficacy of the recruitment procedure. This phenomenon is because a
greater number of highly skilled candidates are being taken into account during the job selection
process. Personnel can engage in unrestricted communication with individuals from diverse
geographical locations, expanding their social network beyond their immediate physical
environment. The candidates have fulfilled the requisite qualifications for the position, and the
recruiter may comprehensively evaluate the candidates' attributes to ascertain their suitability for
the role.
Disadvantages
Easy to get the wrong picture
The content a candidate shares on their social media accounts can easily mislead the
hiring manager. In today's world, most people with social media accounts use them to
disseminate a great deal of false information. People have the impression that they need to
conform to the expectations of others because of the pressure put on them to do so (
Di
Domenico, 2022)
. They will even go so far as to fabricate their lifestyles and change every
aspect of their personalities to fit in with the standards they have set for what they consider
desirable. This would lead to the hiring manager choosing a candidate not the most qualified for
the position they are trying to fill. As a consequence of the fact that people's use of social media
differs according to age group, social class, and cultural values, there could also be different
understandings of the concepts from the point of view of the candidates and the point of view of
the recruiters, which would result in a barrier being created between the two groups.
One can take advantage of qualified candidates
The utilization of social networking sites and social media platforms may result in the
exclusion of potential candidates who do not maintain an active presence on these platforms or
do not have a presence at all. Disqualifying an individual solely for not having their social media
information updated would be deemed unjust. Hence, it would be advisable to supplement this
selection criterion with conventional criteria such as submitting application forms.
Candidates could put up the wrong information
Numerous candidates may post inaccurate information on their websites to gain an
advantage in securing employment. Individuals can falsify information regarding their
competencies, credentials, characteristics, and demeanour (Sharma et al., 2023). They
meticulously craft their profile to optimize their chances of being selected by recruiters as the
optimal candidate. This phenomenon is particularly prevalent in social media platforms,
particularly those that do not mandate any form of authentication or validation, enabling users to
create profiles without undergoing any verification process. The scenario, as mentioned earlier,
could prove to be unfavourable for the recruiter due to the potential loss of both time and
resources. The candidates may have believed they could acquire the necessary skills within a
brief timeframe, leading them to present this information. The circumstance, as mentioned
above, represents a detriment to the employer and, as a result, may not be deemed a dependable
factor for the recruiter.
Ethical and legal issues on social networking websites and social media as a selection
practice
In contemporary Society, a considerable proportion of individuals utilize diverse types of
social media owing to the prevalence of information and digital technology. The utilization of
social media is prevalent among various demographic groups, encompassing factors such as age,
socioeconomic standing, and cultural heritage (Robinson et al., 2020). The growing usage of
these media platforms has given rise to apprehensions regarding ethical and privacy issues due to
heightened exposure. The apprehensions regarding an individual's privacy can significantly
affect their professional and personal life, as well as their safety. Maintaining absolute privacy
while utilizing social media platforms can be challenging due to their fundamental purpose of
enabling the exchange of information.
Individuals who engage in social media usage may be required to compromise certain
conventions about safeguarding their data and confidentiality, thereby exposing themselves to
potential risks. Insufficient privacy safeguards in this domain have resulted in unscrupulous and
unsuitable conduct by certain individuals, thereby resulting in privacy and security breaches for
users, particularly those who are most susceptible. (
Roth et al., 2016
) An exploratory
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investigation was carried out to examine the patterns of social media usage among individuals
and to ascertain the potential ramifications of such usage on users' privacy. The present study
examined the potential threats to users' privacy arising from specific prerequisites for accessing
social media platforms and unethical practices associated with social media usage. The results
suggest that the mitigation of privacy and ethical concerns can be achieved through the
conscientious management of privacy settings, careful consideration of the information shared,
and adherence to fundamental ethical principles such as kindness and respect for others' privacy
by users of social networks.
References
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job applicants: The effects of unprofessional social media information on recruiter
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Black, S. L., & Johnson, A. F. (2012). Employers' use of social networking sites in the selection
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Di Domenico, G. (2022).
Social media misinformation and fake news: a consumer behaviour
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Jeske, D., & Shultz, K. S. (2016). Using social media content for screening in recruitment and
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Work, employment and society
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Muninger, M. I., Hammedi, W., & Mahr, D. (2019). The value of social media for innovation: A
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Ptel, M. (2020). Social posting in Covid-19 recruiting era-milestone HR strategy augmenting
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Robinson, L., Schulz, J., Blank, G., Ragnedda, M., Ono, H., Hogan, B., ... & Khilnani, A. (2020).
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