Kelly Services

Kelly Services

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?


One thought on “Kelly Services

  1. Interesting article, especially given the GQ article on privacy we read this past week. I agree that it’s probably in a job candidate’s best interest to put his/her best foot forward when applying to a job knowing that employers are increasingly turning to social networking sites for unofficial “background checks” and to source candidates. It’s also great that employers are turning to sites like Facebook to have greater transparency and connection with potential employees and going to the candidates rather than the candidates coming to them through traditional channels like job boards.

    However, where’s the line between a person’s work life and social life. Do we eventually have to halt all expression of our social selves because a potential employer might see it? There’s also the question of our online vs. real personas. The content that people post on their social networks isn’t always an accurate reflection of who they really are and their capabilities as an employee. The “Viral Me” article talked about a new service called Rapportive that shows a person’s photo and recent social networking activity within an email they send. Although all the content is easily found by doing a Google search, would a service like this make it even easier for employers to reject potential candidates based on their social activity? According to the founder of Rapportive “It’s very interesting looking at the social lives of people who are applying for jobs.” It may be interesting, but is it fair? How do we know for sure that candidates aren’t being rejected based on the personal biases of the recruiter or employer?

    I also wonder if candidates may one day be at a disadvantage for their LACK of affiliation with various social networks. As companies continue to embrace social technologies, they may even begin to look for candidates that are active on various sites. If this becomes the new trend, would your privacy settings hurt you rather than help you?

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s