To Screen or Not to Screen: Using the Internet for Selection Decisions - Article Example

The other recommendation is that organizations should only consider the information from a candidate as true without any errors, once they are sure. The problem is that social media may give the wrong information about a candidate, such as in identity theft cases and this may result in lawsuits (Davison et al. 10). If an organization wanted to use social media and the internet to screen applicants I would advise the Human Resource Department to be extremely careful.  When done carefully, screening candidates using social media is likely to help a company remain competitive for the most talented candidates.

Misuse of social media by employers may lead to expensive court cases. In recruiting and screening process, organizations always run the risk of learning protected information, particularly if they search it from social sites. It is important to delay these searches until the recruiters meet with a candidate face-to-face during interviews. Additionally, it is important for employers to know the Fair Credit Reporting Act. Companies that screen candidates are subject to the provisions of this act, under which all applicants that the organization intends to screen have to give permission for investigations.

  If a potential employer was to check the social media sites for my profiles the employer would not find anything inappropriate.  I always request my friends to avoid posting personal pictures of me at parties or any other happy event that may be misinterpreted by a potential employer. I always try to use appropriate words when addressing others even my friends.