Activity 3 Cybervetting PDF

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BUS 1500 Student name:

ACTIVITY 3: CYBERVETTING INSTRUCTIONS Cyber-vetting: Checking someone’s online presence or “internet reputation” on Google or social media before offering them employment. 1. Find a partner and “cybervet” their online presence. This can include looking them up on Google and/or social media. Use the table below to record your findings.

Name Facebook

@

Linkedin

@T

Instagram

@

Twitter

@

Other (Snapchat)

@

Website

2. Do you agree with cyber-vetting? Why or why not? What could be the privacy implications for job candidates? In your discussion, consider the potential benefits for the organization. Minimum 350 words.

 Cyber vetting is the internet research method of the employer's work candidates. Employers will review accounts, photos, mail, and other activities on Facebook, LinkedIn, Instagram, Twitter, and other social networking services. From my point of view, I disagree with cyber-vetting, I think cyber-vetting until they are given jobs should be 1

illegal. Since employers obtain information for their recruit decisions by cyber-vetting, some candidates fear like they breach their freedom of speech and their privacy rights. But in Europe has just issued a new regulation warning business owners will face legal risks if they voluntarily "check" the candidate's Facebook. This regulation requires employers to inform candidates in advance if they want to check their social media accounts. If the candidate does not receive this notification, the company is in violation of EU data protection laws. Employers are prohibited from collecting a candidate's social media data as part of the hiring process unless it is "absolutely necessary and relevant" to the job. This could cause a big change in recruitment practices not only in Europe but also in other countries. Only if there is something illegal like racism, incitation to violence there could be sanctions I’m ok with cyber-vetting. Cyber vetting has many privacy implications for job candidates such as political, religious, or ethical discrimination. Simple things such as beliefs or interests can also be a factor. For example “You can’t work at Microsoft because you’re following Apple on Twitter” can be considered as discrimination over interests. It is important to consider how cyber-vetting is used by organizations and the impact it exerts on people because of the prevalence of social media and cyber-vetting. It is also important to review the information to evaluate the candidate's personality to see if this person is really suitable or not. A highly secure job will be suitable for those with few friends on social networks. In contrast, a marketing position will need an "animator" with attractive images and words. A candidate always letting the flow of sadness will see life and work very negatively and lacking in spirit. However, social media is like a doubleedged sword. A person's abilities should still be tested in practice, not simply through what is shown on the internet. Information on social networks is for reference only, has not been verified and employers need to know how to properly view, understand correctly and do nothing to affect or violate personal interests. Finding information is hard, finding the right information for the right people you need is even

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more difficult. Social media has been of huge help, but it seems a great deal of the rest depends on how to use it properly.

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