The Effects of Social Media on Hiring Jeremey Pridgen April 13, 2015 MED 410 Advanced Media Project Instructor: Ivana Popovic

Outline Introduction Abstract Social media sites Employers Potential employees Current employees Solutions Conclusion Works Cited Questions

Introduction This presentation will: discuss how employers, before they hire them, screen applicants’ social media usage. discuss both negative and positive aspects of social media usage. give suggestions for successful social media usage.

Abstract “Numerous reports have emerged concerning employers’ use of social media to screen job candidates and monitor employees.” This research examined how the screening is used, whether it is right or wrong, whether it infringes on our First Amendment rights and what it means for us as applicants. Research also offers solutions for better online presence.

Social Media Sites Facebook LinkedIn Twitter

Employers Search online for negative content: Foul language Alcohol/drug use Character Provocative behavior Lack of professionalism Hatred/violence Sexual or explicit posts Religious posts Search online for positive content: Conflict-resolution Character Current events Community service Volunteer work “Fit the part” Positive messages Religious posts

Potential Employees

Current Employees

Solutions Set profiles on social media to private. Use social media for business purposes instead of a place to vent or express emotions. Do not air your laundry on social media. Post with a purpose.

Conclusion Social media are powerful tools that, if used the right way, can be beneficial. Employers have the right to monitor your online behavior. Employers will look at your social media usage and use that information in the hiring process. Be careful what you post – someone is always looking!

Work Cited Stoughton, J. William, Lori Foster Thompson, and Adam W. Meade. "Big Five Personality Traits Reflected In Job Applicants' Social Media Postings." Cyberpsychology,Behavior & Social Networking (2013): Academic Search Premier. Web. 2 Apr Schoeff, Mark Jr. "Bill Seeks To Expand Right To Religious Expression At Work." Workforce Management 85.4 (2006): 3-4. OmniFile Full Text Mega (H.W. Wilson). Web. 2 Apr Estlund, Cynthia L. "Freedom Of Expression In The Workplace And The Problem Of Discriminatory Harassment." Texas Law Review 75.4 (1997): 687. Academic Search Premier. Web. 2 Apr STRUMWASSER, LILY M., "Phishing On Facebook: Do You Ask Job Applicants For Their Social Media Passwords?." Federal Lawyer 60.8 (2013): OmniFile Full Text Mega (H.W. Wilson). Web. 2 Apr Gibeaut, John. "Professional Finger-Pointing." ABA Journal 84.4 (1998): 89. Academic Search Premier. Web. 2 Apr Schott, Richard G. "Religion In The Public Workplace: Regulation And Accommodation." FBI Law Enforcement Bulletin 76.6 (2007): OmniFile Full Text Mega (H.W.Wilson). Web. 2 Apr Segal, Jonathan A.1. "Should Employers Use Social Media To Screen Job Applicants?." HR Magazine (2014): 20. OmniFile Full Text Mega (H.W. Wilson). Web. 2 Apr LANNOM, ANDREA. "Social Media Checks in Hiring/Firing." State Journal (WV) 23 Sept. 2011: 21. Newspaper Source Plus. Web. 2 Apr Blacksmith, Nikki, and Tiffany Poeppelman. "Three Ways Social Media And Technology Have Changed Recruitment." TIP: The Industrial-Organizational Psychologist 52.1 (2014): Academic Search Complete. Web. 2 Apr Brand, Paula1, and Shahrzad2, Arasteh. "USING LINKEDIN And TWITTER For JOB SEARCH And CAREER MANAGEMENT." Career Planning & Adult Development Journal 29.3 (2013): OmniFile Full Text Mega (H.W. Wilson). Web. 2 Apr Ehrenreich, Barbara. "Zipped Lips." Time 147.(1996): 80. Readers' Guide Full Text Mega (H.W. Wilson). Web. 2 Apr

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