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  3. Social media is absolutely everywhere. Billions of people use social media o

Social media is absolutely everywhere. Billions of people use social media o

游客2023-08-05  60
问题     Social media is absolutely everywhere. Billions of people use social media on a daily basis to create, share, and exchange ideas, messages, and information. Both individuals and businesses post regularly to engage and interact with people from around the world. It is a powerful communication medium that simultaneously provides immediate, frequent, permanent, and wide-reaching information across the globe.
    People post their lives on social media for the world to see. Facebook, Twitter, Linkedln, and countless other social channels provide a quick and simple way to glimpse into a job candidate’s personal life—both the positive and negative sides of it. Social media screening is tempting to use as part of the hiring process, but should employers make use of it when researching a potential candidate’s background?
    Incorporating the use of social media to screen job candidates is not an uncommon practice. A 2018 survey found that almost 70% of employers use social media to screen candidates before hiring them. But there are consequences and potential legal risks involved too. When done inappropriately, social media screening can be considered unethical or even illegal.
    Social media screening is essentially scrutinising a job candidate’s private life. It can reveal information about protected characteristics like age, race, nationality, disability, gender, religion, etc. and that could bias a hiring decision. Pictures or comments on a private page that are taken out of context could ruin a perfectly good candidate’s chances of getting hired. This process could potentially give an unfair advantage to one candidate over another. It creates an unequal playing field and potentially provides hiring managers with information that can impact their hiring decision in a negative way.
    It’s hard to ignore social media as a screening tool. While there are things that you shouldn’t see, there are some things that can be lawfully considered—making it a valuable source of relevant information too. Using social media screening appropriately can help ensure that you don’t hire a toxic employee who will cost you money or stain your company’s reputation. Consider the lawful side of this process and you may be able to hire the best employee ever. There is a delicate balance.
    Screening job candidates on social media must be done professionally and responsibly. Companies should stipulate that they will never ask for passwords, be consistent, document decisions, consider the source used and be aware that other laws may apply. In light of this it is probably best to look later in the process and ask human resources for help in navigating it. Social media is here to stay. But before using social media to screen job candidates, consulting with management and legal teams beforehand is essential in order to comply with all laws. [br] What might happen when social media is used to screen job candidates?
选项 A、Moral or legal issues might arise.
B、Company reputation might suffer.
C、Sensational information might surface.
D、Hiring decisions might be complicated.
答案 A
解析 根据题干信息词social media is used to screen job candidates，答案线索可定位至第三段。第三段首句表示用社交媒体筛选求职者这种做法很常见，并用数据佐证。随后在本段最后两句指出此举存在道德和法律风险，如果操作不当，会被认为是不道德甚至非法的。A项是原文unethical or even illegal的同义替换，故是正确答案。原文说使用社交媒体对求职者进行筛选可以避免雇用“有毒”的员工，从而有助于防止公司声誉受到影响，故排除选项B。选项C的内容在文中没有提到，属于无中生有，故排除。文中只提及社交媒体筛选可能会影响录用决定，并未提及会使其复杂化，故排除选项D。
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