Background Check Using Social Media
4 likes797 views
The document discusses the impact of social media on background checks during employment processes, highlighting the balance between accessibility and privacy concerns. It presents various scenarios regarding social media interactions and their implications for candidates and employers in hiring decisions. Recommendations are provided for both employers and employees to navigate the complexities of social media's role in professional contexts while safeguarding privacy and ethical standards.
Background Check Using Social Media
- 1. Are you on
- 2. You not only miss Farmville…
- 3. 神來也麻將 (God Come Also Mahjong)
- 4. But also the Megan Fox’es…
- 5. and all Leng Chai’s!
- 6. Background check using social media Soo Chee Kiong, Ricky (GM03836)
- 7. a.k.a. How Facebook can jeopardize your employability!
- 8. What is background check? The process of looking up and compiling criminal records, commercial records, financial records of an individual
- 9. Financial check CTOS CCRIS
- 10. Pre-employment screening Misrepresentation Protection Selection
- 11. The Art of War by Sun Tzu Thus, what enables the wise sovereign and the good general to strike and conquer, and achieve things beyond the reach of ordinary men, is FOREKNOWLEDGE. 故明君贤将，所以动而胜人，成功出于众者，先知也。
- 12. What is social media? Media designed to be disseminated through social interaction Using highly accessible and scalable publishing techniques
- 13. Examples of social media
- 14. Use of social media
- 16. Recruitment
- 17. Selection
- 18. Scenario #1 You went for interview. You are asked to show Facebook profile Will you allow? YES or NO?
- 19. Scenario #2 One headhunter adds you on Facebook You don’t really know him What would you do? YES to increase job prospect? NO to protect your privacy?
- 21. Recommendations for employers Use or not use? Have a “privacy policy”
- 22. Recommendations for employees Turn off public profile Careful what you post Decide what NOT to post Careful of digital footprint
- 23. Recommendations for employees Set privacy preference Select friends to add Select groups to join Assume all info public
- 24. Don’t put your clubbing photos!
- 25. Scenario #3 You run recording company You need talented singers Who will you hire?
- 26. Candidate A
- 27. Candidate B
- 28. Candidate C
- 29. Candidate D
- 30. Selection based on look
- 31. Selection NOT based on look
- 32. Stereotypes
- 34. Knowing too little Negligent hiring People problem Work quality problem Team problem Loss of competitiveness Legal problem
- 35. Knowing too much Risk of discrimination Loss of talents Legal consequences
- 37. Recommendations for employers Relevant info vs. Non-relevant info Info researcher vs. Decision maker Be gracious and forgiving
- 38. Background investigation – social media Standard Rating Reliability Low – Subjective Validity Low – Non-relevant info Generalizability Low – Not for all jobs Utility Low to medium – Some jobs only Legality Big question mark!
- 39. Advantages Wealth of personal info Easy access at fingertip Competitive edge
- 40. Disadvantages Not a trusted method Invasion of privacy Dangers of bias and discrimination Ethical and legal consequences Consequence on employer branding
- 41. Recommendations for employers Decide to use or not use Perhaps only for certain jobs Combine with other selection methods Good ethics is good business
- 43. Don’t throw baby with bathwater
- 45. Don’t leave unnecessary digital footprint
- 46. Social media for personal branding
- 47. Thank you!