Social networking is defined by dictionary.com as “the development of social and professional contacts; the sharing of information and services among people with a common interest”, or in terms of computers, it is “the use of Web sites or other online technologies to communicate with people and share information, resources, etc.” (Dictionary.com, 2012). As the business world is evolving and technology overcomes traditional business processes, social networking is becoming a widely discussed concept. Like any other advancement in technology, business executives are left questioning whether they should take advantage of social networking and consider it in their recruiting strategies, or steer away from it due to the risks involved with its use. The book “Taking Sides” portrays two distinct opinions on whether social networking sites are good recruitment sources.
In the article, “The Use of Social Networking Websites as a Recruiting Tool for Employees”, Jamie Vicknair approaches the issue by providing statistical support for using social networking in recruiting. Based on a survey taken by 289 students, Vicknair determined 91.7% of respondents currently use an online social networking site, such as Facebook, Twitter, MySpace, or LinkedIn. The survey also revealed 69.4% of respondents felt recruiters had the right to check their social networking profile. Vicknair further divulges that 49% of respondents do not feel that their social networking page is private. Overall, Vicknair’s research indicates social networking is widely used, and most students expect employers to tap into their profiles and use it for recruitment efforts.
On the other hand, Daniel Solove indicated in his article, “The End of Privacy”, that using social networking in recruitment efforts was an invasion of privacy. Solove argued there has to be a line drawn and even suggested stricter laws should be implemented to protect... [continues]
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