Cyber Vetting The Hiring Processing The Digital Age Essay

Cyber Vetting the Hiring Processing the Digital Age Essay

Cyber Vetting, Hiring, Processing, Digital, Age, Essay

Cyber vetting: The Hiring Process in the Digital Age by Chelsea Dalgord

The digital age has provided people the opportunity to speak their minds and also share their thoughts, ideas and beliefs openly online. Social networking sites such as Facebook and Twitter have created digital diaries where people share their opinions, life events and past mistakes. While social networking provides a chance to share with friends and family and make new acquaintances it also opens the door to the possibility of being cyber vetted when applying for a job.

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Cyber vetting or online vetting is the “practice of using information found on the Internet to determine whether a person is a viable candidate for employment” (Donlon-Cotton, 2011). Cara Donlon-Cotton’s (2011) article “Using Social Networking for cyber vetting” explains, “cyber vetting is just another tool in the box to gather information about the person’s behavior. You’re looking to verify that the applicant’s behavior online is the same as you would expect in real life.”

There are hidden dangers of cyber vetting that employers must be aware of including having the proper policies in place before cyber vetting is practiced. Donlon-Cotton suggests that employers “need a policy that clearly states your agency will use cyber information as a supplement to pre­ employment and pre-promotion screening” (2012). S

he continues to explain that while cyber vetting may help with the investigation of a job applicant, cyber vetting alone cannot be relied on for the final decision about the applicant.

Howard Levitt from Financial Post discusses in his article “cyber vetting, or Invasion of Privacy?” (2012) that “it is important for an employer to establish objective criteria for evaluating applicants to show decisions were made without relying on illegal criteria”. The article makes the following recommendations for employers to obtain background information on possible job applicants without violating their right to privacy:

Create a formal guide for gathering information on potential hires; Access social media sites, including Twitter, Facebook, Linked In etc., but primarily as a background check rather than an evaluation tool; Use the same cyber vetting criteria for each candidate; Proceed with caution — social media searches should exclude searching based on protected grounds; race, ethnicity, color, religion, sex, age or disability. If you locate such information, ensure the decision to not hire is based on non-discriminatory objective information; Give the prospective employee an opportunity to explain any negative information;

Keep a record of the information used for hiring and the reasons for the decision (Levitt, 2012).

If employers have the proper policies in place cyber vetting can be a beneficial tool for researching possible job applicants. An article by Yves Lermusi (2011) suggests “cyber vetting will be used more and more by organizations, first to avoid surprises, and more as a digital background and fact checking tool. Second, it will be used as a way to assess the expertise, motivation, and in some aspects the character of the candidates.

Finally, it will expand into leveraging the collective intelligence that social network contains.” He continues to explain that cyber vetting will not be going anywhere and that it will continue to evolve in the future. Advice for job seekers: Remember to be careful about what you post on social networking sites such as Facebook or Twitter. You never know who might read something from your past that could impact your future.

“The past is never dead. It’s not even past.”- William Faulkner

References Images from http://freedigitalphotos.net Donlon-Cotton, Cara. (2011). Using Social Networking for cyber vetting. Law & Order. 59.12. 14-15. Faulkner, William. (1950). Requiem for a Nun. New York: Random House. Lermusi, Yves. (2011). Cyber-vetting’s Usage, Risk and Future. Retrieved on October 25th, 2011 from http://www.ere.net/2011/09/14/cyber-vettings-usage-risk-and-future/ Levitt, Howard. (2012). cyber vetting, or invasion of privacy. Financial Post. Retrieved on October 25th, 2011 from http://business.financialpost.com/2012/08/14/cvbervetting-or-invasion-of- privacy.

RUBRIC

Excellent Quality

95-100%

 

Introduction

45-41 points

The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.

Literature Support

91-84  points

The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.

Methodology

58-53 points

Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.

Average Score

50-85%

40-38 points

More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.

83-76  points

Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.

52-49  points

Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.

Poor Quality

0-45%

37-1 points

The background and/or significance are missing. No search history information is provided.

75-1 points

Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.

48-1 points

There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met

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Cyber Vetting the Hiring Processing the Digital Age Essay