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

Ethical Perspective The Role of fond Media in Recruitment and Selection A is a Bangladeshi holding company that conducts its business every(prenominal) over the world. The company aims to be recognized as a globular brand and is currently in the process of expanding its operation. To achieve its goal of global expansion, A is looking to hire new executives who are young, snappy and outgoing. The executives should have good communication skill as they will have to correspond with potential clients from every(prenominal) over the world.They should also possess a likeable personality as their work will be community-oriented. The executives should be technologically competent as they may have to communicate online. Mr. Rahim is a senior conductor who wants to utilization amicable media as a tool to collect more(prenominal) cultivation about the potential recruits. He argues that, as the candidates themselves shared the culture on public, it will be completely legal and honou rable to use that development in their recruitment and selection process.Look moregoogle recruitment process shewAs the candidates themselves shared their personal information on a public website, it would not be a breach of privacy to use that information either. He also argues that, when people are asked to share information in a job interview, they are more like to only share the information that piss them look good and conceal the information that make them look bad. Thus, the information collected from their personal Facebook, LinkedIn and chitter accounts should help the company strain the candidate from an unbiased point of view. Mr.Karim, another senior manager, is however against the use of tender media to collect personal information. From his point of view, it will be an invasion of privacy to collect information from their affable media accounts as the candidates intended their accounts for personal use. He also believes that the company should only use the inform ation provided by the candidates themselves in the recruitment and selection process. He thinks that the data collected from social media sites are more apt(predicate) to be biased as the candidates may not have been serious when posting them.He argues that although the potential recruits shared their personal information on a public website, they did not give them the permit to use it as a criterion to evaluate their job effectiveness. If this information relates to some aspect of a candidates background that could not be requested in an interview, such as age, heathen background, sexual orientation, etc, they could be contravening discrimination law. As the job requires good communicative skills, Mr.Rahim believes that the company should look into the social media presence of their potential recruits. He argues, that if someone doesnt have a social media account in this age, they are most likely to be backdated and quite incapable of working in a global company. Also, people wh o have more friends or followers 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 reasonable and reliable selection tool.Mr. Karim is strongly against this view. He argues that a persons 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 wrong and discriminatory to exclude quality candidates just because they are not active on social media sites.Mr.Rahim believes that people who post sexist, racist, homophobic remarks on facebook may damage the business reputation of A. Some external business partners of A may even stop doing business with them. So, A has every right to detach against employees who post controversial content on their social media accounts. People, who identify with extremist religious or semip olitical groups on social media sites, should not be selected as employees.Mr.Karim argues peoples behavior on social media may not be a true reflection of their views. Just because someone appears sexist, racist or homophobic on social media, that doesnt mean that thats how they are in real life. Also, a persons religious and political views are completely his own. It is certainly not ethical to judge a candidate simply based on what they do in their own time away(predicate) from work. A cannot discriminate against potential candidates just because they shared their views strongly on social media sites.