The Impact of SNS on Hiring Decisions: Improving Recruitment and

Selection Processes
As technology advances, the processes of hiring individuals in organizations
also demand technical innovations. The human resource department can look up
applicant information utilizing social networking sites, or SNS. Three aspects in this
journal caught my attention: how HR used social networking sites; how it might affect
applicants; and how HR might take legal and ethical considerations related to this
employment practice into account.
HR departments are now using social networking sites (SNS) to gather
information from applicants in order to get to know them before the initial interview.
Since practically everyone has a social media account these days, some
organizations' HR departments check the SNS profiles of potential employees to
learn more about their online behavior through the written comments and photos
they have uploaded. HR will utilize this information to help them make hiring
decisions. The journal also stated that SNS provides organizations with a cost-
effective technique for obtaining and acquiring information about applicants through
SNS.
However, it appears that some candidates hold an unfavorable opinion of the
use of SNS in hiring processes. It is thought that HR is violating candidates' privacy
by looking through their SNS profiles to gather information. Furthermore, bias and
discrimination may be present with this use of SNS. It is certain that some HR may
reject a job applicant based on the information in their SNS profile. This could result
in them ignoring the qualifications and abilities of the applicants and preventing them
from learning more about them during their initial interview. As some applicants are
not given the opportunity to demonstrate and prove their qualifications, this SNS
screening can be somewhat unfair.
Furthermore, when using SNS for applicant screening, organizations must
follow strict legal and ethical guidelines. As this procedure has several flaws, they
must think of ways to make it better without harming anyone. Every organization that
uses SNS screening must ensure that the HR department provides an orientation to
the department on the regulations and what types of information are not permitted for
applicant screening. They can prevent any privacy concerns or discrimination
lawsuits that candidates might bring against them by doing this. There must be clear
and precise policies and procedures for using SNS.
All things considered, this journal has helped in my reflection on the true
impact of technology on our lives and that it has enabled organizations to enhance
their recruiting practices. I understand that HR does this in order to prevent any
problems with regard to the behavior of their employees and the reputation of their
business. I am aware that as a future employee, I must be cautious about the things
I post because they may harm my image and credibility. In order to be considered for
the position I seek, I will take care of my online reputation by avoiding publishing
anything that can be seen as unprofessional as organizations are still more likely to
employ this SNS screening in the near future.