Many companies have concluded that social networking sites such as Facebook, Bebo should be banned for the workplace with employers believing that the activities of their staff should not be allowed to impact on the working day.
In a recent poll (1st April 2008 – Personnel Today) a poll of 220 HR directors found that 73% of companies don’t check sites like Facebook during the hiring process but it’s clear that increasingly employers are looking at the activity of both their existing staff and potential new staff on those sites.
Companies which are not heavily integrated into modern technology maybe less aware of the ability for news and discussion about their business to be available on social networking sites in on-line discussions. Those conversations could be both complimentary or derogatory and increasingly employers are becoming concerned about the impact on their reputation in the marketplace from activity on social networks.
Their reaction has so far, been to attempt to control the conversation rather than engaging in it.
Progressive companies are recognising the marketing power of social networks as well as the potential damage and risk, engaging in the conversation with those in social networks, and creating new marketing opportunities for their businesses. An example of that is the Sprite fan page ran by the Coca Cola Company on Facebook.
How can candidates best portray themselves in the online space to potential employers?
There is no doubt that progressive employers and those engaged in businesses which interact with the web in a more detailed way are using tools on the web to investigate and validate their hiring decisions.
Candidates, even those who aren’t currently in the job market, are also beginning to recognise that their activity on the web will remain both available and findable by future employers when they decide to enter the employment market.
In order to best portray themselves on the web or indeed in any other walk of life, candidates can really only seek to “be themselves”. The activity on social networking sites is often viewed as a separate (social) activity from their working activity, but attitudes and reactions to others are seen as indication of likely behaviour in the workplace.
Employers will, in my opinion, progressively dig deeper and deeper into the online record as the opportunities and ease of use increases. Candidates therefore need to be consistent in their online dealings wherever they take place.
It’s worth noting that some online sites are relatively invisible and activity sits behind login screens and privacy controls that restrict the ability of search engines to find and link the content in those sites. However candidates need to be sure that the content not only is secure and hidden but will remain so if they are seeking to keep content from potential future employers.
The benefit of consistency, always ensuring that you act in a manner consistent with your values and beliefs, is to apply that consistency in all aspects of your online activity and recognising that content that you provide can/will be taken out of context by those reading extracts, for example, on the search engine entries.
What is your opinion of charities which called for a new law to ban using such sites in the hiring process?
A group of children’s charities wrote to the Government recently seeking a ban on employers and universities using social networking sites to access information relating to applicants for positions at those institutions.
The Children’s Charities Coalition on Internet Safety, a charity which itself is backed by National Children’s Home and the NSPCC has raised concerns with Labour MP Margaret Moran in relation to the activity of members of social networking sites. The prime cause of their concern is that they believe, in particular younger people, should not be penalised for “simply talking to their mates”.
The Coalition Secretary has called on the Government to consider a private members bill to outlaw the practice to ensure that major employers provide a level playing field for all of their candidates regardless of their previous activity on social networking sites.
Whilst I believe that the activity of people, on sites such as Bebo is viewed as a very sociable conversation with a closed, small group of people. The reality is that the conversation is neither closed nor is it with a small group. It would make sense for the social networks ensure that their members understood both the visibility of their content, through regular reminders through newsletters and postings from the members themselves in relation to the experiences they’ve had as a result to their activity.
Employers will naturally seek to research their candidates in as much detail is as appropriate for the role. In a situation where the content provided to social networking sites identifies a style, view point, or potential future issue for an employer its likely that they will take it into account in the hiring process.
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