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

游客2024-03-08  70
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] How can employers use social media information to their advantage while avoiding unnecessary risks?
选项 A、By tipping the delicate balance.
B、By using it in a legitimate way.
C、By keeping personal information on record.
D、By separating relevant from irrelevant data.
答案 B
解析 根据题干信息词employers、to their advantage和avoiding unnecessary risks，答案线索可定位至第五段。第五段讲述用社交媒体筛选求职者对公司的好处，即有助于确保不会雇用一个既使公司损失金钱又玷污公司声誉的“有毒”员工，“既使公司损失金钱又玷污公司声誉”即题干中所说的“风险”，而规避这一风险的方式就是上文中所说的“有些事情可以给予合法考虑——使社交媒体成为相关信息的宝贵来源”，各选项中legitimate同义替换，故B项正确。A项虽然复述了原文信息delicate balance，但表述过于笼统，故排除。文中提到将公司录用决定而不是个人信息记录在案，故排除C项。D项文中未提及，故排除。
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