University Social Networking Policy Report: Case Analysis and Policy

This report analyzes a case study concerning an employer's use of social media for recruitment, focusing on ethical and legal compliance. The case involves an employer posting unsolicited content on a social media network used for hiring, leading to potential legal and ethical violations. The report examines whether the employer acted illegally and unethically, considering relevant laws and ethical codes. The eventual outcome of the case is discussed, highlighting the negative consequences of the employer's actions. Furthermore, the report proposes a hypothetical social networking policy for employers, emphasizing professional conduct, zero-tolerance policies for unethical behavior, and the importance of respecting candidates' rights. The policy addresses issues like personal discussions, unsolicited content, and potential legal liabilities, aiming to guide employers in responsible social media usage for recruitment.

Running head: SOCIAL NETWORKING POLICY
Social Networking Policy
Name of the Student
Name of the University
Author Note

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Table of Contents
Brief about the case....................................................................................................................2
Did the employer act illegally? If so, how?...........................................................................3
Did the employer act unethically? If so, how?.......................................................................3
What was the eventual outcome of the case?.........................................................................3
Hypothetical social networking policy...................................................................................3
References..................................................................................................................................5

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Brief about the case
There are several incidents reported in the past that do not comply with the ethical and
legal compliances within an organisation why social media is used for hiring people within an
organisation. There are several liabilities for employees within an organisation for selecting
the potential employees through the social media sites and the same time making sure that it
does not surprises the business activities while determining the person to hire (Kim and
Homan, 2018). Following would be a case that would be describing the liability of an
employer while using social media for hiring decisions. There are several incidents recorded
that make social media mistake for recruitment even more difficult for the recruiters where
they might be applying wrong methods to hire people within the organisation. It has been
found that several businesses fall short of detailed job analysis for determining what job
requirements and attributes a good candidate must have. The job evaluation determines the
fitting of an acceptable candidate to the organisation chart and how the organisation is paying
compared to other jobs. The mistakes about this case would be to identify if there had been
any illegal activities or unethical activities of the employer during hiring a person over the
social media and the eventual outcome of the case to have a hypothetical social networking
policy developed.
They had been an incident where the social media utilization for hiring of people
within the organisation resulted to several unkempt incidences that the recruited people did
not ask for. There are several areas where the social media within an organisation called
accurate developed so that the recruitment employers can directly converse with the
candidates online. However all these have been falling short of the probable merits of the
development due to an incident that occurred. This was the utilisation of this social media
network for hiring by an employer. Instead of using this particular development for hiring the

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people within the organisation, the employee started posting several unsolicited picture on the
network for the candidates to see ("Accurate Background to acquire CareerBuilder
Employment Screening – Orange County Register", 2020). This was a notice for several
months before a screening procedure brought it all up. This was not only illegal but also and
unethical activity to perform.
Did the employer act illegally? If so, how?
The laws for recruitment in several countries might vary from one another. However,
some activities within organisations remain same. This particular activity that the employer
had posted on the social media for recruitment developed by the organisation within Orange
County itself, was illegal at several aspects (Blount et al., 2016). The legality which are
common within different organisations irrespective of any state, clearly mention that
employees and employers working within the organisation should not come into intimate
contact with each other within the office premises or even utilising office resources. This
person has already brought up this act which is illegal at every sense.
Did the employer act unethically? If so, how?
The employer and his activity was absolutely unethical as well. Towards every
employee, the activities shall reflect ethical behaviour under any circumstances. Ethical
activity also means the ones that are implied to be morally correct (Albert, Da Silva &
Aggarwal, 2019). Sharing intimate in private photos over the recruitment social media portal
was an article from the perspective of the business analyst and even from the perspective of
the code of conduct.
What was the eventual outcome of the case?
The eventual outcome of the case had been extremely depressing as a background
check was run for the social media created for recruitment. This particular fact figured out

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that the potential job candidate had already filed the lawsuit against the employer for on-the-
job injury.
Hypothetical social networking policy
A social networking policy for all the employers for hiring employees and utilising
the social media should be as follows:
 The utilisation of social media for recruiting would always be professional at
any grounds.
 No employer is to engage in to personal discussion with the potential for the
candidate hired for the job.
 There would be a zero tolerance policy declared for the employer who would
be found or reported to be engaging in illegal and unethical activities like
involving into unsolicited on the job injuries to the Employees are the
potential candidates or would be involved in any sort of illegal activities like
sending unauthorised files or information through the social media network.
 Providing favours in exchange of unfavourable conditions by recruiting the
candidate would be also taken as a zero tolerance policy for the employer and
they can even be dismissed from their post for the legal action.
 It would be dependent upon the victimized potential candidates for employees
if they would like to file lawsuit against these employers.

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References
Accurate Background to acquire CareerBuilder Employment Screening – Orange County
Register. (2020). Retrieved 20 March 2020, from
https://www.ocregister.com/2020/02/05/accurate-background-to-acquire-
careerbuilder-employment-screening/
Albert, L. J., Da Silva, N., & Aggarwal, N. (2019). Demographic Differences and HR
Professionals' Concerns over the Use of Social Media in Hiring. e-Journal of Social
& Behavioural Research in Business, 10(1).
Blount, J., Wright, C.S., Hall, A.A. and Biss, J.L., 2016. Social media: Creating student
awareness of its use in the hiring process.
Kim, P. and Homan, J.V., 2018. Can Social Media Accounts Have an Impact on Hiring
Decisions? Guidelines for Appropriate Use. In Proceedings of the Conference on
Information Systems Applied Research ISSN (Vol. 2167, p. 1508).