In today’s day and age a good percentage of people search and land job opportunities online. Kelly Services is a prime example of a service that helps individuals find their future employer. Social media sites give candidates the ability to focus exactly on the job they want and even the company they want to be employed by. So naturally, an increase across job boards should grow as the landscape of the job market changes over time. However, given the relatively liberal platform that social media networks offer people, many social network users are growing increasingly cautious about what content is being posted on these social networks. Although social media is on the rise as an employment tool it is also a growing concern that being “linked-in” could potentially limit and even severely damage people’s careers.
Michael Webster, executive vice president and general manager, of Kelly Services was quoted as saying: “There is no doubt that social networking has fundamentally changed the way people search for work and exchange information about career opportunities. The technology is re-shaping the job search landscape and it is up to individuals to ensure they are tapping into the best elements of the Internet in the social world.”
So the bigger question that remains is, how will employers monitor what their employees share on social networks? Secondly, do they have a right to monitor such activities? My initial take on this topic is that employers will not have the ability to monitor what their employees share across the web, but it also the responsibility of the employee to be conscious of what they post on social networks. If there is the slightest chance that shared content could affect employment status then why bother worrying about what to post or not post on a social network. Is it possible that an employer could come across a personal profile and take exception to what has been posted and hold that employee accountable as mis-representing the character and values of the organization that currently employs them?