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

游客2024-03-08  24
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 does the author suggest doing before screening job candidates on social media?
选项 A、Hiring professionals to navigate the whole process.
B、Anticipating potential risks involved in the process.
C、Seeking advice from management and legal experts.
D、Stipulating a set of rules for asking specific questions.
答案 C
解析 根据题干中的信息词before screening job candidates，答案线索可定位至第六段。第六段最后一句表示，但在使用社交媒体筛选求职者之前，为了遵守所有法律，必须事先咨询管理人员和法律团队，C项是原文consulting with management and legal teams的同义替换，故为正确答案。A项误读了末段部分信息，原文说要以专业方式进行，请人力资源进行把控，而不是让专业人员把控整个流程，故排除。B项文中未提及，故排除。文中提及公司制定规则，针对的是社交媒体筛选，而不是针对向求职者的提问，故排除D项。
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