this is from Managing human resources management 8e luis R Gomez David B Blakin Robert L cardy

please answer the experimental individual exercise questions in details please

You Manage It! 3: Technology/Social Media 5.24 mil med fotboll proportionately tap into applicant OL en dhe intentionally precluded in the al to the extent they release social networking site Why would this What we recommend to eliminate 5.35 There are pels the use of social media a job app. For example, checking profiles could eveal to a might ruce, and so ono ob candidates. This informa be used by the manager loop a problem Even if this type of info 5.26 The of social media for public screening of the cants can offer benefits to an employer such as an Cunt alternative and a means om information about applicants that may be more what is found in cover letters and rese HOME may also be involved with this use of cial O Con applicants, how could a mano 178 PART. STATING problem? prove Social Media in the Hiring Process As die the Manager Nou "Tone Get Screened Oulina Social Media Serena je prilicant, it wtest recognize that many employers are using social media sing od dccordingly to put your best foot forward. In this case, we uke another look at the use of social media in the hiring process and ask you to considerues from the perspectives of an applicam Many players are wing social media, sachs Facebook and LinkedIn, in their recruitment and hiring process, As illustrated in Figure 5.8. the of social media ranges from promotion 10 public screening and to private screening Employers use social media as a promotion tool when they place ada and recruit for job applicants on social working site Public screening refers to employer use of publically available digital information, such posting profiles, and blogs. In the evaluation of job applicants Private screening on the other hand, involves employers asking applicants to provide access to their private social networking accounts There has been surprisingly little research on the effective ness of social media as a recruitment tool or as a screening tool However, there have been an increasing number of legal pro tections offered to job applicants regarding private screening Employers may be overstepping a line of expected privacy by asking applicants for passwords to their social networking sites or by asking applicants to log in so that the employer can review the account. Given privacy concerns, legislation prohibiting this practice has been proposed or passed in various states and at the federal level Team Exercise Social Media Promotion Public Song ample, a charge of discrimination may occur (see Thinking Question 5-25 posting that appear to have by a candidate may have been made by someone che information about a candidate's activities may be no longer valid As a team, identify potential benefits of the social media for public screening Also, identify costs of this approach. How could the potential.com reduced Experiential Exercise: Team 5:27 Vals critical concept in iting nede denty those who will be better worken It is to defend the selection proces, la a social media to screen applicants, the Title tulidity of the various types of info tica that night be collected. How could the contenido of social media be developed? a. Asslam, pick a job and identify aspects of the sach as task or competencies needed. Are there of social media information that would release aspects? Why would this job driven approach h. As a team, identify how you could assess the crime related validity of the types of social media inice you identified in in Question 5-27. How would validity information be useful? Share the assessments of your team with the rest of the FIGURE 5.8 Categories of Employer Use of Social Media Critical Thinking Questions 5-22. Do you think that the use of social media for recruitment is an effective approach to recruit workers! 5-23. As a manager looking to hire additional workers, what steps would you take to maximize the effectiveness of your recruitment efforts using social media? CHAPTER 5 . RECRUITING AND SELECTING EMPLOYEES 179 Experiential Exercise: Individual 5:28. Companies have recently been created, such as Social Intelligence, that offer pre-employment social media screening. Using an Internet search, identify some of the companies offering this service. What do the companies offer? Would you recommend the use of such a third-party approach to performing social media screening of job applicants? Why or why not? Source Based on Brown, VR, and Vaughn, E. D. (2011). The writing on the Facebook) wall. The use of social networking sites in hiring decisions. Journal of Business and Psychology. 26. 219-225: Chaet N (2012). It can do more than protect your credit score: Regulating social media pre-employment screen ing with the Fair Credit Reporting Act. Mimes Law Review, 97, 306336: Davison, H. K. Marais. C. and Bing, M. N. (2011). Friend or foe" The prom ise and pitfalls of using social networking sites for HR decisions. Journal of Business and Psychology. 26, 153-159: Martucci, W. C. and Shankland, RJ (2012). New laws prohibiting employers from requiring employees to provide access to social networking sites. Employee Relations Today, 39,79-5 You Manage It! 4: Ethics/Social Responsibility