The paper "Employment Selection Methods Through Social Networking Websites" is a good example of an annotated bibliography on the human resources. Many countries in the world continue to grapple with the high rates of employment occasioned by the rising populations and the global economic meltdown. Stiff competition for jobs has ensued. This has offered employers the opportunity to select only the very best employees. The information presented on application letters and curriculum vitae (CVs) presents the applicant’ s credentials from the applicant’ s point of view. This is misleading to HR because academic certificates and CVs do not provide the real personality of an applicant.
Again, during job interviews, applicants will be in their best discipline, misleading employers on their true character. Potential employers lookout for personal values as much as academic qualifications. Applicants would not be willing to reveal they are true to character as this may work against them. Social Networking web sites (SNWs) such as Facebook. com and MySpace. com provide a great resource for employers to glean this hidden information, On SNWs, applicants are uninhibited especially because of the setting is informal and they are interacting with friends.
Hidden negative traits such as foul language, nudism, alcoholism, religious extremism, racism, and so on come to the fore. Employers who manage to access this informal information can now gauge applicants in their true character. Conversely, however, this raises many concerns about the invasion of personal privacy, misrepresentation, and discrimination based on religion, sexual orientation, and so on. In addition, employers face the risk of lawsuits. Byrnside, I. (2008). Six Clicks of Separation: The Legal ramifications of Employers Using Social Networking Sites to Research applicants.
(2008). Vanderbilt Journal of Entertainment and Technology Law. Vol 10. Pgs 445 -477. This article has resulted from a qualitative study of several online profiles of prospective employees, individual job interviews on university students by specific employers and research on the online behavior of employers. These include consultants such as Ana Homayoun (Byrnside (2008, p. 3) who interviewed a student from Duke University, profiles of students from the University of Texas, and so on. The Author Ian Byrnside is a Psychologist and law practitioner. Byrnside (2008, p. 2) notes that on social networking web sites (SNW); applicants reveal huge amounts of personal information voluntarily.
Again, SNW provides an easier and cheaper source of private data (p. 453). Huge amounts of information are available to employers, with a Facebook population of 47 million users and MySpace 100 million users (p. 454). This information is useful for both hiring and firing decisions. Of particular interest is negative and antisocial behavior such as obscenity and drug abuse (p. 3). Employers admit that they have eliminated applicants because of this negative information (p. 456). Byrnside (2008, p. 456) states that already over 75% of employers use SNW to research job applicants.
This may present legal conflicts in the future stemming from the constitutional rights of self-expression exercised on social sites, and the employers’ interest in quality employees (p. 4). Again, this information may pose serious problems for employers. When an employer gains access to an applicant’ s profile, the defense in ignorance evaporates, and this may expose the employer to serious discrimination lawsuits. The other problem is that SNW cannot guarantee employers about the identity and authenticity of information about applicants found on social media (p.