BUSINESS EMPLOYMENT DECISIONS – “YES” 2
“YES”
Should Employers be permitted to use Social Media in Hiring and/or Firing Decisions?
Introduction
As stated by Ortiz-Ospina (2019), social media has changed the way we access
information. From our consumption of the news, how we find family and friends, and how we
organize social movements, social media has been tremendously significant. With the rapid
increase in technology we have adopted various ways to communicate. There are many social
media platforms. More than two-thirds of internet users use a social media platform. It started
with MySpace Hi5, Tumblr, and Friendster. These days, there are Snapchat, Pinterest, Twitter,
Reddit, Weibo, TikTok, Instagram, WeChat, LinkedIn, Whatsapp, YouTube, and Facebook.
Facebook has the largest platform in the world, with YouTube and Whatsapp following in
second and third respectively. Younger people frequently use all of the platforms, but, surveys
show that YouTube has the highest percentage followers across the age levels. 90% for ages 18
to 24 years old, 93% for ages 25 to 29 years old, 87% for ages 30 to 49 years old, 70% for ages
50 to 64 years old, and 38% for ages 65 and older. Surveys also showed that there is also an
increase in the amount of hours spent on social media. On average, an adult spends six hours
daily accessing apps, websites and games, on phones, tablets and computers. Smart phones have
driven this daily average up from two hours to six hours.
Problem
According to Cook and Kuhn (2021), human resource managers have focused on using
social media platforms in hiring decisions. Some avoid employing a person based on what is
seen on the applicant’s social media pages because it may discriminate based on their personal
preferences and biases. Yet some have rejected applicants based on behaviors such as drug or
BUSINESS EMPLOYMENT DECISIONS – “YES” 3
alcohol usage, discriminatory remarks and disparaging a former employer. The applicants may
not even know that they were rejected based on their social media activity. In accordance with
Kippenhan et al. (2023), companies use social media for hiring, employee engagement, sharing
of knowledge, branding and more. However, the biggest problem is discrimination. Employers
gain access to categories such as age, race, ethnicity, religious affiliations and disabilities, if the
applicant or employee is being truthful.
In accordance with Cook and Kuhn (2021), there are numerous cases of employers firing
employees due to their behavior outside of work and on social media. Most people post
everything on social media which makes it easier to see if an employee breaks the company’s
code of conduct. Deviant behavior spreads quickly across social media, the company and
eventually to the employer.
Recommendations
In keeping with Kippenhan et al. (2023), it is suggested that employers search the social
media content of perspective employees after they would have interviewed them. It is also
suggested to have someone other than a human resources manager of the company conduct the
social media screening to avoid biases. However, employers must remember that applicants need
to give permission for pre-employment investigations under the Fair Credit Reporting Act.
Interviewing applicants first is recommended because some persons have their accounts set as
‘private’, and employers will not be able to find the applicant on social media. The employer
can explain to the applicant that a part of their hiring process is to screen applicant’s social media
pages. The employers can then have the applicant sign a release form giving them permission to
screen their social media accounts. Applicants will be aware of the process, clean up their
accounts, and be mindful about future postings.
BUSINESS EMPLOYMENT DECISIONS – “YES” 4
Kippenhan et al. (2021), also recommended that employers widen their search for
applicants to beyond social media platforms to newspapers, magazines, job boards and job fairs.
It is noted that not all ethnic groups are on social media platforms, so as to avoid the claim of
discrimination based on race.
Conclusion
In Acts 10:34, it states, “Then Peter opened his mouth and said: “In truth I perceive that
God shows no partiality.” (New King James Version, 1982/2023). The social media accounts of
potential employees should be screened by a private impartial person or company, once the
employer is given permission by the applicant. The information on the social media platforms
that goes against the company’s code of conduct, should not be held against the applicant. The
applicant should be hired primarily for their qualifications. However, employers need to inform
potential employees of the code of conduct both on and off duty. In the Bahamas, government
employees can be terminated just for embarrassing their employer. Embarrassing the employer
can range from criticizing their employer or coworkers on social media to engaging in actions
that invite law enforcement officers to the workplace. Employers should use social media to hire
and fire employees. Therefore, employers should use social media to monitor that their
employees are follow the off duty code of conduct.
Colossians 3:8, states that, “But now you yourselves are to put off all these: anger, wrath,
malice, blasphemy, filthy language out of your mouth.” (New King James Version, 1982/2023).
If potential employees are going to use social media they need to use it responsibly and as such
they should use tact and discretion in their posts. Talking about the employer and co-workers
negatively on social media is embarrassing, rude and disrespectful. What comes out of a person’s
mouth is a clear indicator of what is in their hearts. If they are dissatisfied with their jobs then
BUSINESS EMPLOYMENT DECISIONS – “YES” 6
References
Cook, W., & Kuhn, K.M. (2021). Off-Duty Deviance in the Eye of the Beholder: Implications of
Moral Foundations Theory in the Age of Social Media.JJournal of Business EthicsJ172,
605–620. https://doi.org/10.1007/s10551-020-04501-9 (Originally published April 16,
2020)
Kippenhan, N. J., Kubasek, N., Browne, M. N., Herron, D. J., Dhooge, L. J. & Barkacs, L.
(2023). Biblical Worldview of Dynamic Business Law the Essentials. McGraw-Hill
Education LLC.
New King James Version (2023). Acts 10:34. Bible Gateway.
https://www.biblegateway.com/passage/?search=acts+10%3A34&version=NKJV
(Originally published by Thomas Nelson, 1982)
New King James Version (2023). Colossians 3:8. Bible Gateway.
https://www.biblegateway.com/passage/?search=Colossians+3%3A8&version=NKJV
(Originally published by Thomas Nelson, 1982)
Ortiz-Ospina, E. (September 18, 2019). The rise of social media. OurWorldInData.org.
https://ourworldindata.org/rise-of-social-media
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