Technology Management

[ Materials ]

Career & Technical Education: Business & Information Technology Summer Conference
Wednesday and Thursday June 11-12, 2014 in Murray, Utah

Controlling Internet Use in the Workplace


First, we use social media to recruit candidates:

"Society for Human Resource Management surveyed its members over several years and found that 77 percent of companies surveyed reported in 2013 that they used social networking sites to recruit candidates, up from 34 percent in 2008" (EEOC, 2014). Some other surveys put the number even higher.

According to the Jobvite 2012 Social Recruiting Survey (1,000 human resources and recruitment professionals), social recruiting has moved from a trend, to a necessity with 92% of employers using or planning to use social recruiting in 2012. No longer exclusive to LinkedIn, all social networks are now fair recruiting game.


View this infographic: and also

Then, we use it to screen them:

It should be noted first off that looking at someone’s profile can make an employer aware of the applicant’s age, political views, religious beliefs, marital status, race, union membership or activity, medical information, ethnicity, and other information that cannot be used to make an employment based decision. "EEOC reiterated its long-standing position that personal information-such as that gleaned from social media postings-may not be used to make employment decisions on prohibited bases, such as race, gender, national origin, color, religion, age, disability or genetic information. Quoting from a 2010 informal discussion letter from the EEOC, Miaskoff noted that "the EEO laws do not expressly permit or prohibit use of specified technologies. . . . The key question . . . is how the selection tools are used." (EEOC, 2014)

That said, "The 2013 SHRM survey found 57 percent of companies do not have a formal or informal policy in place with regards to screening candidates via social networking sites. In reality, we suspect that number is even higher. And not having guidelines or policies in place leads to uncertainty, which leads to problems (Clark, 2014)

"Nearly 3 out of 4 hiring managers and recruiters check candidates’ social profiles – 48% always do so, even if they are not provided" (Jobvite, 2012). Some more results from their 2012 Social Recruiting Survey (1,000 human resources and recruitment professionals):

It is even a growing business to help people improve their online profiles:

Your new boss is going to Google you, so make sure she likes what she sees (Clinton Herald, 6/11/2014)