social media pp
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Social Media: From Hiring, to Firing
Rush C. Nigut
What is Social Media?
Social Media is an interactive, constantly changing medium, unlike a regular website, which generally provides static information, social networking tools facilitate communication.
There are 4 main sources of Social Media: Facebook Blogs LinkedIn Twitter
Social Networking
Profiles Photos Personal Information Other Media ( music,
articles, books, etc.) Able to be searched
and viewed by literally ANYONE
Communications Direct comments Instant messaging Email
Facebook is King of the social media empire Launched in 2004, had reached 100 million users by
August of 2008 From 2008 to 2010 Facebook grew from 100 million users
to 500 million! Facebook is second only to Google in terms of internet
traffic among websites Over 700 BILLION minutes per month are spent on
Facebook by people from all across the globe
Miles, 2011
Blogs
There are more than 161 million blogs on the internet More than 68,000 of those
were created in the 24 hours preceding that study
Blog topics are varied and only limited by human imagination
Bloggers can be anyone with access to the internet, even YOU!
Miles, 2011
The “Professional” social networking site
Focused on the user’s professional life
Launched in 2003, LinkedIn reached the 100 million member mark in 2011
It is now growing at a rate of one million new users per week, which is faster than one user every second
Miles, 2011
A “real time information network that connects you to the latest information about what you find interesting”
From 2006 to 2011 it has gained over 200 million users
Over half of all U.S. users are between the ages of 18 and 34
Ability to run real time searches
Miles, 2011
Continuous Change
The face of social media has changed tremendously in the last 10 years.
A “here today, gone tomorrow” industry Myspace▪ Launched in 2004, it grew to over 67 million users by 2008 and was the
number 1 social media site on the net▪ When Facebook launched Myspace began slowly losing popularity and
dropped from the number 1 site on the net to the 75th most popular today Facebook▪ The current “King” but faces struggles ahead with new sites coming out
almost monthly Twitter▪ Still fairly “new” and developing a reputation
Google+▪ The newest of the large scale social media sites▪ Grew to 25 million members in just one month, it took Facebook 35 months
to reach that benchmark (Web Sigmas, 2011)
Miles, 2011
Social Media In The Hiring Process
95% of employers are using social media to screen potential employees
Guidance on laws and regulations of social media are still developing There are few clear
rules on what is appropriate and what is not
The chart below shows reasons why applicants were denied jobs base on their social media profiles (Madrigal, 2011)
Schwartz, 2011
What is Used on the Internet to Screen Candidates?
Male hiring mangers were more often found to screen candidates using the internet
Searching for information about the candidates lifestyle, inappropriate comments left, unsuitable photos/videos, etc.
The chart to the right Breaks down the different
searches that hiring managers perform
Einhorn, 2010
Did You Know?
55% of employees admit to visiting social networking sites during work hours
87% said they had no clear business reason for using Facebook
74% of managers surveyed believe social networking sites put the firms and their brands at risk
Employee productivity drops 1.5% at companies that allow full access to Facebook
Kawaski, 2009
Social Media In the Workplace Work Use vs. Non-Work Use
Is social media being used to market your business? Mobile Access
▪ Mobile users spend 1.4 times as many hours using social networking sites than reading and responding to email, averaging out at 3.1 hour per week on social networks
Social Media Is Not Private Even when your off the clock your employer still is involved Your personal image is always compared back to the company at which you
work▪ Set good examples
Photo’s and Video’s Photo’s can help advertise the business’s accomplishments or events Important to inform employees of the possibility their photo appears on the
website ahead of time Harassment
Employers must protect themselves by monitoring what is being said on social media sites between employees
Many employers take initiative by blocking social media sites completely
Hyman,2011
Social Media In the Workplace Cont.
Harassment Employers must protect themselves by monitoring what is being
said on social media sites between employees Many employers take initiative by blocking social media sites
completely
Corporate Image Goes back on the ideals that you portray the company that you
work for Discrimination
Employers must adopt a social media policy to avoid discrimination, whether it be intentional or not
Often times possible employees are searched online through social media sites before ever even being contacted by employers▪ This often gives employers preset images of the candidate, often times
hurting opportunities to be hired
Hyman, 2011
Social Media In the Workplace Cont.
Confidentiality Social media in certain instances can put your
companies trade secrets or other confidential information at risk
‘Friending’ Co-Workers Has more to do with corporate culture, than what
is legal or illegal▪ Is it acceptable to friend your boss?
Accountability Any social media policy must emphasize that
employees are accountable for their social media activities, both inside and outside of work
Tips When Using Social Media to Find Candidates
Hiring: Five points to consider1. Consistency
Make all recruitment decisions based on consistent selection criteria. Create a list of allowable social media websites that human resources may utilize for lawful information about the applicant (for example,LinkedIn).2. Consent
Seek the applicant's consent to use designated lawful information obtained from the applicant's social media sites.3. Neutrality
The social media search should be conducted by a neutral third party or by someone in the company that has no influence over the hiring of the applicant. They can help the employer sieve out unnecessary or excessive information.4. 'Friend'ship
No 'Friend'ship! Employers should not be'friend' an applicant just so that it can get into an applicant's 'page'.5. Reasoning
When a decision has been made to not hire an applicant, make sure this decision is a supported,
standalone decision independent from anything researched on the applicant through the use of social media.
Tam, 2011
Social Media’s Influence
My intern, Uriah Hansen, while applying for a position at a local company was later informed after his hiring that it wasn’t just his experience or personality that got his job, but what was also on his Facebook profile, or lack there of
After reviewing resumes and conducting interviews with multiple applicants his hiring manager had it narrowed down between Uriah and one other candidate, each equally qualified and experienced
Social media was the separator. When profiles were compared Uriah’s was modest and kept under key while the opposing candidate had multiple pictures of drinking and inappropriate behavior which ended up being the deciding factor in offering the job to Uriah
Social Media Trainwrecks Comedian and voice of the Aflac duck,
Gilbert Godfrey was fired in March after Tweeting inappropriate comments about the Tsunami in Japan. I just split up with my girlfriend, but like the
Japanese say, “They’ll be another one floating by any minute now.”
Japan is really advanced. They don’t go to the beach. The beach comes to them.
Why You Need a Social Media Policy
Prevent loss of productivity Permit effective monitoring (compliance with laws) Protect the reputation and image of your company Protect against loss of confidential information
and trade secrets Guard against suits for invasion of privacy,
defamation, improper recruiting and improper discipline and termination
Protection against discrimination, harassment and cyber-bullying
What is an Effective Policy? Must be clear and specific to your organization Focus on what can and cannot be done (the
do’s and don’ts) Must be consistent to other organizational
policies Anti-discrimination Anti-harassment Computer, Internet, and Email Systems Employee Privacy Confidentiality References
Fagan, 2010
An Effective Policy
Monitoring Give Notice Difference between on and off duty? No obligation to monitor, but may want
to in order to address▪ Loss of confidential info.▪ Cyber-bullying, stalking▪ Harassment and discrimination▪ Prevent defamation and improper recruiting
actsFagan, 2010
An Effective Policy
Include mandatory training regarding social media
Assign a compliance officer or responsible person to create a compliance framework tailored to your company
Create a reporting procedure and protocal
Fagan, 2010
Protect Your Corporate Identity
Make clear that employees may NOT: Use the organization’s name in the
online identity (username, handle, or screen name)
Claim or imply they are speaking as a organizational representative
Use the companies intellectual property, logos, trademarks, or copyrights
Identify a client or co-worker in an online post
Fagan, 2010
Employee Privacy
The First Amendment does NOT protect anemployee from being monitored, disciplined orterminated for violating a clear and reasonablesocial media policy
Employees have NO absolute Constitutional right toprivacy in the workplace (4th Amendment onsearches and seizures does not apply)
But you need a clear and reasonable policy thatsets out expectations and restrictions on usage
Fagan, 2010
Privacy on Company Equipment Policy should reduce any expectation of privacy
on theorganization’s computers, email systems, blackberry,telephone/voicemail systems and any of the data onthese systems by: Making sure employees know that certaininformation exchanged on social networking sitescan be monitored and accessed by theorganization Expressly stating: no expectation of privacy,
evenwith personal use and when telecommuting Reserving right to remove content without
notice Reminding employees about privacy settings
Fagan, 2010
Privacy Problems
Make sure your policy adheres to the following laws: Electronic Communications Privacy Act(Wiretap – consent and businessexceptions) Stored Communications Act (improperaccess of electronically stored information) Federal Trade Commission Guidelines(false advertising and misleading salespitches) NLRA (section 7 rights of employees forconcerted activity)
Fagan, 2010
Trade Secrets
Policy should prohibit employees from disclosing: Clients, customers, partners, or suppliers
byname Organization’s confidential information
andtrade secrets Information regarding organization’s
clients,affiliates, partnerships Policy should fit in with any restrictive language in employment agreements or handbook
Fagan, 2010
Harassment and Discrimination Some of the biggest issues that arise out
of lack of policy are Harassment and Discrimination, your policy needs to emphasize that employees may not: Post offensive or insulting material regarding
the company, its employees, vendors, suppliers, competitors, etc.
Post information that could be construed as discriminatory or harassment based on race, age, sexuality, gender, disability, or any other protected characteristic
Social Media Policy Example Here is an example of IBM’s current
social media policy1) Know and follow IBM's Business Conduct Guidelines2) IBMers are personally responsible for the content they publish on-line,
whether in a blog, social computing site or any other form of user-generated media. Be mindful that what you publish will be public for a long time—protect your privacy and take care to understand a site's terms of service.
3) Identify yourself—name and, when relevant, role at IBM—when you discuss IBM or IBM-related matters, such as IBM products or services. You must make it clear that you are speaking for yourself and not on behalf of IBM.
4) If you publish content online relevant to IBM in your personal capacity use a disclaimer such as this: "The postings on this site are my own and don't necessarily represent IBM's positions, strategies or opinions.“
5) Respect copyright, fair use and financial disclosure laws.
IBM, 2010
Policy Cont.5) Don't provide IBM's or another's confidential or other proprietary
information and never discuss IBM business performance or other sensitive matters publicly
6) Don't cite or reference clients, partners or suppliers without their approval. When you do make a reference, link back to the source. Don't publish anything that might allow inferences to be drawn which could embarrass or damage a client
7) Respect your audience. Don't use ethnic slurs, personal insults, obscenity, or engage in any conduct that would not be acceptable in IBM's workplace. You should also show proper consideration for others' privacy and for topics that may be considered objectionable or inflammatory—such as politics and religion
8) Be aware of your association with IBM in online social networks. If you identify yourself as an IBMer, ensure your profile and related content is consistent with how you wish to present yourself with colleagues and clients
9) Don't pick fights, be the first to correct your own mistakes10) Try to add value. Provide worthwhile information and perspective. IBM's
brand is best represented by its people and what you publish may reflect on IBM's brand
11) Don't use use IBM logos or trademarks unless approved to do so
IBM, 2010
Social Media Legality
Amira-Jabbar v. Travel Services, Inc. Inappropriate comments were posted on
a picture from a corporate event during work hours, from work equipment
The court ruled that the employer was not at fault for the incident, but as a precautionary measure Travel Services blocked Facebook and revamped their Social Media policy to reflect the situation
DiBianca, 2011
Legality Cont.
Doe v. XYC Corporation Management had discovered an employee was accessing
pornographic websites on company equipment No steps were taken to ensure the employee halted his
behavior Employee was later arrested and charged with child
pornography, some of which he transmitted and submitted from his work computer
Doe’s wife sued XYC for failure to monitor her husbands activity and prevent him from exploiting her daughter
XYC company was found liable in the suit because they had no expectation of privacy in Doe’s internet usage on the company computer
Court found that XYC had a duty to act to prevent further harm to innocent third parties
DiBianca, 2011
Legality Cont.
Be wary when posting recommendations or references for an employee or subordinate on sites such as LinkedIn
These references could later be used against you in a wrongful termination suit
Wrap Up
Social media is around to stay! Proper precautions need to be made
to protect your companies reputation as well as financials
Don’t put your blinders on, stay on your toes regarding social media and the constant changes
The most important step in protecting your company is a SOCIAL MEDIA POLICY
Questions?