MONITORING APPLICANTS & EMPLOYEES WITH SOCIAL MEDIA

 A Message from the President

Dear Colleagues,
It’s hard to believe, but the last quarter of 2010 is already upon us. As we prepare to go into the busy holiday season and make plans for the year ahead, it’s a good time to look back on all the past year had in store for the human resources industry. For this month’s newsletter, we are taking a look at one phenomenon that’s been the focus of much attention and had a significant impact on the workplace: social media. Whether you love it or loathe it, social media is inarguably creating some big waves in how businesses hire (and terminate) employees. I hope you’ll read on to learn more below.

As we round up 2010 I’d also like to take the opportunity to wish each of you a happy and prosperous year end. I look forward to bringing you more updates from the ever-changing world of Human Resources in 2011. And as always, I welcome your feedback. Please don’t hesitate to contact me with your questions, ideas, or suggestions for next year’s newsletters.

Sincerely,

Elizabeth M. Rice, SPHR

 The Facebook Factor: Using Social Media to Monitor Employees

The overwhelming phenomenon of social media sites such as Facebook, MySpace, and LinkedIn has alternately sparked excitement, concern, and controversy among businesses everywhere: excitement about the abundant marketing opportunities these networks provide; concern about the growing lack of image control companies have as a result; and controversy over whether or not today’s employees are spending too many of their work hours socializing online, and fewer hours actually working.

Like it or not, social media is here to stay. And some savvy employers are making the most of it with an “if you can’t beat ‘em, join ‘em” philosophy toward social networking sites, blogs, online videos, and more. Rather than viewing these outlets simply as a threat to employee productivity and company image, these businesses have begun utilizing social media as a helpful (and free) tool for screening potential job candidates, checking up on new hires, and monitoring current employees.

But are these screening techniques legal? Below is a look at both the benefits and liabilities of using social media to monitor prospects and employees.