Question
Previously, we have discussed the role of ethics in current events. This week, we will further our discussion by considering applications of ethical concepts in the workplace.
It is now common for employers to look up an applicant's social media activity prior to contacting that person for an interview. If the employer finds something unflattering or problematic, the applicant may lose out on a career opportunity. But is this fair, and is it legal? Considering the unreliable nature of so much that is available online, should employers trust that what they see is accurate? Furthermore, don't people have the right to express themselves outside of work hours?
In addition, even if the information about the applicant is accurate, it's possible that it could lead to employment discrimination. For example, applicants do not typically disclose their age on their resumes, but if an employer finds out the age of an applicant through social media and decides not to hire that person for that reason, this could constitute a violation of the Age Discrimination in Employment Act.
For your initial post this week, respond to one or more of the following questions.
Is it ethical for employers to check on applicants' social media activity as part of a screening process?
Is there any danger in not checking applicants' social media activity?
Does your employer have a social media policy? If so, tell us about it.
What precautions do you take regarding your own social media use? write a short response i work for delta airlines as a flight attendant
It is now common for employers to look up an applicant's social media activity prior to contacting that person for an interview. If the employer finds something unflattering or problematic, the applicant may lose out on a career opportunity. But is this fair, and is it legal? Considering the unreliable nature of so much that is available online, should employers trust that what they see is accurate? Furthermore, don't people have the right to express themselves outside of work hours?
In addition, even if the information about the applicant is accurate, it's possible that it could lead to employment discrimination. For example, applicants do not typically disclose their age on their resumes, but if an employer finds out the age of an applicant through social media and decides not to hire that person for that reason, this could constitute a violation of the Age Discrimination in Employment Act.
For your initial post this week, respond to one or more of the following questions.
Is it ethical for employers to check on applicants' social media activity as part of a screening process?
Is there any danger in not checking applicants' social media activity?
Does your employer have a social media policy? If so, tell us about it.
What precautions do you take regarding your own social media use? write a short response i work for delta airlines as a flight attendant
Answers
GPT-4o mini
The ethics of employers checking applicants' social media activity is a complex issue that balances the rights of individuals to express themselves freely and the responsibilities of employers to make informed hiring decisions. While it's understandable that employers want to vet candidates for potential red flags, it becomes problematic when personal opinions or lifestyle choices outside of work hours are unfairly considered.
For instance, as a flight attendant for Delta Airlines, I understand the importance of maintaining a positive public image; however, I believe that my private life, including my social media presence, shouldn't be a determinant for employment. This is particularly concerning given the potential for misinterpretation or the spread of misinformation online.
On the other hand, not checking social media can pose risks for employers, such as missing out on important information regarding an applicant’s character or public behavior. However, the risks of violating privacy and engaging in potential discrimination can far outweigh these concerns.
In my case, I practice caution by curating my social media profiles to reflect a professional image while still allowing room for personal expression. I make sure that my privacy settings are strict, and I think carefully about what I post, knowing that future employers may see it. Ultimately, I believe that while social media can provide insights into candidates, it should not be the primary or sole basis for hiring decisions.
For instance, as a flight attendant for Delta Airlines, I understand the importance of maintaining a positive public image; however, I believe that my private life, including my social media presence, shouldn't be a determinant for employment. This is particularly concerning given the potential for misinterpretation or the spread of misinformation online.
On the other hand, not checking social media can pose risks for employers, such as missing out on important information regarding an applicant’s character or public behavior. However, the risks of violating privacy and engaging in potential discrimination can far outweigh these concerns.
In my case, I practice caution by curating my social media profiles to reflect a professional image while still allowing room for personal expression. I make sure that my privacy settings are strict, and I think carefully about what I post, knowing that future employers may see it. Ultimately, I believe that while social media can provide insights into candidates, it should not be the primary or sole basis for hiring decisions.