Well yes. Those items make some sort of sense to the employer wanting to protect their image and brand. But social content?? I guess you could see how it might factor in but when does your personal life end when it comes to employers demands?? That's where the slippery slope begins.
@Susan I agree. You have to realize that anything you post may get beyond your restricted circle. Sometimes there are major consequnces as in the case of the teacher whose career nearly came to an end due to Facebook posts.
That brings us to square one: if you want to keep something private, keep it for yourself. Or if she wanted to share her condition so badly with a selected group of people there is always the email option, and phone calls, and even going for coffee if they are in the same city.
@Susan she may have it set on some privacy. But that doesn't mean the information can't be found once it's out there. Some services specialize in finding personal information that can be gleaned from Facebook posts and phots, even the ones that people believe are private. For a small fee, the services will allow people to see the information, supposedly for the sake of individuals who want to become more aware of what can be seen about them online. So if someone has a condition that one wishes to keep private, it is a very bad idea to bring it up many times in supposed confidence to a circle of several hundred friends.
What about people who don't post anything about religion or/and politics? Or what about those who don't have any religious or political views or preferences?
And wouldn't it be easier to ask about such topics during an interview instead of sneaking into someone's Facebook profile? In the case of a church or a religious organization, as you mentioned, wouldn't it be offensive, and against all the high values of truth and honesty to do such a thing? I believe it would. What do you think?
This whole topic is an ethical issue, and people don't seem to see it clearly.
"She asked if she can hide this information from a prospective employer, and I was wondering how she hopes to get away with that when she posted it on FB."
Yes, she can hide that information from the public view and make it available only for the people she wants. There is an option for this. If she posted the information time ago and worries now about it, she can go back in her timeline and hide that piece of information.
Yes, I also agree that too much sharing is going on in social media. However, all this topic is not an easy issue. If I were to hire a person, and checking his/her Facebook profile I notice a drinking habit that includes weekdays, I would consider the application twice, and most likely I would prefer someone who doesn't have a heavy drinking habit, instead.
Now, doesn't this puts me in a judgemental position, and maybe this person's drinking habit doesn't affect his/her professional performance in the company? Where do you draw the line?
EBN Dialogue enables and encourages you to participate in live chats with notable leaders and luminaries. Not only editors and journalists, but the entire EBN community is able to comment and ask questions. Listed below are upcoming and archived chats.
Thailand Stages a Comeback Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Microsoft Surface: Potential Winners & Losers What are the implications for the electronics industry supply chain of Microsoft Corp.'s decision to launch its own tablet PC? Join industry veteran and EE Times' systems and OEM expert Rick Merritt on Tuesday, July 3, at 12:00 pm EDT for a Live Chat on this subject.
Join EBN contributor Jennifer Baljko on Thursday August 23, 2012, at 11:00 a.m. EST for a live chat on how electronic manufacturers in Thailand have shored up their supply chain to reduce the impact of future natural disasters.
Peter Drucker famously said "Trying to predict the future is like trying to drive down a country road at night with no lights while looking out the back window." Yet in the razor's-edge world of electronics—with a lean supply chain and just-in-time demands—the need to know the future is vital.
While no one really can accurately predict the future, we can take guidance from another Drucker saying which is the best way to predict the future is to create it.
You've heard the saying "the No. 1 supply chain risk is your people." That hasn't always been the case. But today's complex global supply chain requires a new type of multitalented employee. It's one who understands, finance, marketing, economics, is savvy with technology, graceful with relationships and can think analytically.
Where are these people? Are universities properly preparing the next generation supply chain professionals? How do train your existing workforce for these new, demanding positions?
Brian Fuller, editor-in-chief of EBN, will lead a 60-minute Avnet Velocity panel discussion that will ask and answer these and other questions swirling around today's supply-chain talent challenges.