Perceived appropriateness of using social networking sites as employee, screening method
The internet has paved the way for rapid transmission of information. This lead to the development of social networking sites where individuals can maintain relationships with people. With information made public, employers have begun utilizing these sites to pre-screen applicants. This pilot study...
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| Main Authors: | , , |
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| Format: | text |
| Language: | English |
| Published: |
Animo Repository
2010
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| Subjects: | |
| Online Access: | https://animorepository.dlsu.edu.ph/etd_bachelors/11519 |
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| Institution: | De La Salle University |
| Language: | English |
| Summary: | The internet has paved the way for rapid transmission of information. This lead to the development of social networking sites where individuals can maintain relationships with people. With information made public, employers have begun utilizing these sites to pre-screen applicants. This pilot study used triangulated data to determine the perceived appropriateness of using these sites in employee screening. We interviewed ethics professors and representatives from the People Management Association of the Philippines to provide the industry background, legal and ethical issues revolving around the use of social media. We also interviewed HR practitioners to identify the current employee screening methods and their views about this new practice. Lastly, we conducted surveys and focused group discussions with graduating students from the College of Business of De La Salle University to find out their awareness and opinions regarding these sites in employee screening. Ethics professors and industry experts agreed that using social networking sites in employee screening has potentials but HR practitioners should take necessary measures to ensure accuracy of information. A substantial number of graduating students, on the other hand, are not at ease with HR practitioners accessing their personal accounts for hiring decisions. Their fears however can be assuaged partially, as the HR practitioners interviewed do not consider utilizing social networking sites in employee screening since they believe information collected from these sites are inadequate to become the sole basis of hiring decisions. |
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