Public or private? Most individuals are asked this question before posting a status update or photo on social media networks. The small question may seem monotonous or insignificant, but with 52% of employers using social media in employment screening processes, individuals should consider being more careful about what they choose to post (Reinsch, et. al. 154). This controversial topic has been in place with the conjunction of current social media networks and Title VII of the 1964 Civil Rights Act that acknowledges discrimination of race, color, religion, sex, or national origin. In today’s society, hiring managers must be extra careful when retrieving disclosed information about potential employees, especially through the use of the applicants’
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The authors agree that, “It is imperative to use this tool in a manner that will not expose employers to discrimination lawsuits,” (Reinsch, et. al. 156). This statement is true because even though Title VII of the 1964 Civil Rights Act is in place, there is still a majority of gray area that employers need to distinguish for themselves. For instance, if someone is caught with the murder weapon in a crime scene, there is a reasonable assumption that he or she is guilty. This type of guilty assumption is the same type of scenario as with social media and employment processes. If the employer retrieves discriminatory information from social media profiles and decides not to hire that applicant, it can be assumed that the employer used the disclosed discriminatory information against the applicant in the hiring decision and be at risk for a lawsuit. Ultimately, if an employer does choose to use social media in the employment processes, they must be careful not to use the information they retrieve …show more content…
Reinsch, Ross, and Hietapelto all agree and support using social media carefully and in the correct manner. The best way to be careful with using social media and avoid discrimination accusations is to have a written policy for each hiring agency. Most would agree with the statements in “Employer’s Use of Social Media In Employment Decisions: Risk Of Discrimination Lawsuits,” but each person must decide his or her own standpoint in the gray area of using social media in employment
The authors agree that, “It is imperative to use this tool in a manner that will not expose employers to discrimination lawsuits,” (Reinsch, et. al. 156). This statement is true because even though Title VII of the 1964 Civil Rights Act is in place, there is still a majority of gray area that employers need to distinguish for themselves. For instance, if someone is caught with the murder weapon in a crime scene, there is a reasonable assumption that he or she is guilty. This type of guilty assumption is the same type of scenario as with social media and employment processes. If the employer retrieves discriminatory information from social media profiles and decides not to hire that applicant, it can be assumed that the employer used the disclosed discriminatory information against the applicant in the hiring decision and be at risk for a lawsuit. Ultimately, if an employer does choose to use social media in the employment processes, they must be careful not to use the information they retrieve …show more content…
Reinsch, Ross, and Hietapelto all agree and support using social media carefully and in the correct manner. The best way to be careful with using social media and avoid discrimination accusations is to have a written policy for each hiring agency. Most would agree with the statements in “Employer’s Use of Social Media In Employment Decisions: Risk Of Discrimination Lawsuits,” but each person must decide his or her own standpoint in the gray area of using social media in employment