Social media should not be used to screen potential employees because of the many negatives associated with such. First among these is that such would comprise an action which leads to discrimination on the basis of race, gender among others. Profiles on the social media are rich in personal information. They sometimes include uploaded photos of the person. In the case that the potential employer views the profile, he or she directly views these photos. The view of the photo can in the end influence the choice of the employee as fit according to the ideological beliefs of the employer especially those relating to gender and race as these are easily decoded when the photos are appear. If these assessments inform the selection of the employee then the employee has been discriminated on gender or race or any other ground, which is unacceptable in employment (Klososky 2011, p. 61).
Besides the outright discrimination, the idea of ‘popping' into the potential employee profile can also lead to unfair treatment of the potential employee during interview. It leads to potential employee being treated badly in interviews. This is true thinking of question that may arise such as, “are you such a drinker as you indicated in your profile on a certain social site?' When one is to hear this during an interview, then such is bound to be taken aback and be angry on the whole process because these questions relate to personal views and interests and thus cannot be explained to anyone else. Besides, social media is personal. Each individual needs to be given in the advantage of knowing that there is no one spying on them (Bernstein 2010, p. 9).
[...] Besides, doing this voting from the social media content is comprises not giving each of the applicants a fair chance at the job. This in the end comprises discrimination because it assumes those who have good profiles are good while those who have non- impressive ones are bad. Considering that the differences between profiles on social media could only be on the ground of choice by each on what to include and what to avoid, the whole selection process could come out as a failure on the part of the employer because it is based on wrong assumption, ideology and attitudes on the employee. [...]
[...] This is true thinking of question that may arise such as, you such a drinker as you indicated in your profile on a certain social site?' When one is to hear this during an interview, then such is bound to be taken aback and be angry on the whole process because these questions relate to personal views and interests and thus cannot be explained to anyone else. Besides, social media is personal. Each individual needs to be given in the advantage of knowing that there is no one spying on them (Bernstein 2010, p. 9). Biopolitics theory. This theory defines existence of parts of individual and parts of society as separate. [...]
[...] Social media: Discussions agree or disagree Outline. * An employer should not use social media to screen potential employees. * It abuses the rights of the potential employee * View of profiles can cause discrimination * By gender * By race * Use of social media abuses the role of interview * Interviewee is not present. * Voting is done without evidence material * Ideologies are developed without confirmation. * Abuses biopolitical theory. * Abuses power and sovereignty of individual * Abuses the consent principle. [...]
[...] This is an abuse to the social interaction rules which require disclosure from both sides. As another aspect, the biopolitical theory identifies that violation of this theory is not good because such has the potential of influencing the outcome of a vote. In relation to the employee recruitment drive, this case means that the employer though this violation has a high chance of being influenced into taking the employee or declining to employ solely on the basis of what was found out from the social media profile of the potential employee (Klososky 2011, p. [...]
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