Is it legitimate to spy on employees through social networks?

Social networks are an open window to our private life. As users, we enjoy sharing with our friends the funniest, special or curious moments of our lives, but sometimes we can also appear in some other attitude the less dowdy.

Information and personal habits in every day companies show more interest, which is clearly a reprehensible attitude.

This practice is, if anything, more widespread in the recruitment process. The survey by CareerBuilder published last year showed that 39% of staff responsible for diving in the social profiles of the candidates, in order to know details about his personality that go beyond what is reflected in a resume. 43% said they had found data such as the publication of photos and inappropriate content, or criticism of his former boss.

Is it legitimate to spy on employees through social networksIn this situation, the controversy is served is it legitimate to spy on employees through social networks?

In this regard, we find two very different positions. On the one hand, advocates of workers’ privacy feel it is an unnecessary practice, arguing that the information posted workers or candidates is private, so it is not related to its jobs. The opposite side, we find that section which considers that companies should even increase levels of monitoring and control.

One of the defenders register online activity of employees is Nancy Flynn, founder of ePolicy. WSL article reflects concern about the views, content and other actions of company staff. Their arguments are based on the need to detect any criticism of the company as well as any inappropriate behavior or detect problems early.

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The survey conducted in 2009 by ePolicy undue collected by employees practices. Such as sending confidential information via email to third (14%).

Instead, we find other professionals who consider social life 2.0 company staff is harmless, and is not related to work.

Even control of this private activity by recruiters could degenerate into discrimination by sex, age, race or religion.

77% of recruiters extended information about candidates through internet. 35% admit that reason has rejected profiles of the activity found in their social networks.

The work published by Jobvite indicated that 47% of recruiters said that dismisses those individuals who appear in their social profiles using alcohol or drugs (83%); to make some kind of explicit mention of violence (51%); in sexual positions (71%) or even commit serious grammatical errors (65%).

Instead, everything depends on the honesty of the responsible professional HR Find a photo in which a party candidate should not be a reason to reject his candidacy appears. Instead, there are professional recruiters who value this attitude as positive, as denoting social skills by the prospective employee.

Therefore, the ideal would be to have a proper policy of use and implementation of social networks at work, showing the concern of the company for the consequences of public exposure of certain content and opinions, as well as the position of the company about it. Thus, it could justify the possibility that the company decides to investigate the social activity of staff, provided that there are basic reasons to support such action, such as evidence of illegal behavior.

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