'Ethical Perspective: the Role of Social Media in Recruitment and Selection Essay\r'

'Ethical horizon: The Role of Social Media in Recruitment and excerption â€Å"A” is a Bangladeshi holding telephoner that conducts its business all over the world. The go with aims to be recognized as a global stain and is currently in the process of expanding its operation. To achieve its last of global expansion, â€Å"A” is looking to hire brand-new executives who atomic number 18 young, energetic and outgoing. The executives should have good confabulation skill as they allow for have to tot with probable clients from all over the world.\r\nThey should also be possessed of a likeable in-personity as their twist will be people-oriented. The executives should be technologically efficient as they may have to communicate online. Mr. Rahim is a elderberry bush manager who wants to lend oneself amicable media as a tool to collect more development about the potential recruits. He argues that, as the candidates themselves divided the information on pu blic, it will be solely legal and ethical to use that information in their enlisting and selection process.\r\nLook more: google recruitment process essay\r\nAs the candidates themselves destinyd their ainised information on a public website, it would non be a breach of hiding to use that information either. He also argues that, when people be asked to share information in a labor interview, they are more like to nonwithstanding share the information that make them look good and mask the information that make them look bad. Thus, the information hoard from their personal Facebook, LinkedIn and Twitter accounts should help the corporation stress the candidate from an un prejudice point of view. Mr. Karim, a nonher senior manager, is however against the use of friendly media to collect personal information. From his point of view, it will be an invasion of privacy to collect information from their brotherly media accounts as the candidates mean their accounts for per sonal use. He also believes that the company should only use the information provided by the candidates themselves in the recruitment and selection process. He thinks that the data collected from tender media sites are more presumable to be biased as the candidates may not have been heartbreaking when posting them.\r\nHe argues that although the potential recruits shared their personal information on a public website, they did not give them the permission to use it as a criterion to evaluate their job effectiveness. If this information relates to nigh aspect of a candidate’s priming that could not be requested in an interview, such(prenominal) as age, cultural background, sexual orientation, etc, they could be contravening dissimilitude law. As the job requires good communicative skills, Mr. Rahim believes that the company should look into the well-disposed media presence of their potential recruits. He argues, that if someone doesn’t have a social media accoun t in this age, they are most likely to be backdated and quite incapable of working in a global company. Also, people who have more friends or following in facebook and twitter are more likely to be outgoing. As the company is looking for outgoing people to join the organization, it should be a valid and reliable selection tool.\r\nMr. Karim is powerfully against this view. He argues that a person’s personality cannot be judged by looking at their social media profile. Just because someone has more friends or followers on social media sites, it cannot be said for certain that person has a more likeable personality. It will be unethical and discriminatory to exclude lineament candidates just because they are not active on social media sites.\r\nMr. Rahim believes that people who post sexist, racist, homophobic remarks on facebook may damage the business reputation of â€Å"A”. Some international business partners of â€Å"A” may even stop doing business with th em. So, â€Å"A” has every right to discriminate against employees who post controversial matter on their social media accounts. People, who identify with extremist ghostly or political groups on social media sites, should not be selected as employees.\r\nMr. Karim argues people’s appearance on social media may not be a true reflection of their views. Just because someone appears sexist, racist or homophobic on social media, that doesn’t mean that that’s how they are in real life. Also, a person’s religious and political views are completely his aver. It is certainly not ethical to judge a candidate only when based on what they do in their own time away from work. â€Å"A” cannot discriminate against potential candidates just because they shared their views strongly on social media sites.\r\n'