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company should hire me essay

company should hire me essayCompany should hire me essay -Background The explosive growth of social media in the past decade has promoted instant and expansive communication to a broad network of people in a quick and convenient way. Potential employers often want more than cover letters and resumes; they want to know how well you express yourself, handle spontaneous tasks and follow directions.When used properly, social media can be a powerful means of candidate identification, selection, and retention. It is also worth considering whether the person described on the social media site established the account themselves, or if someone else created their page without their permission or knowledge. Permissible and Legal Access Users of social media sites who leave open, unfettered public access to their sites or invite or accept potential employers or companies to “friend” or “connect” grant permission of access and should expect little if any expectation of privacy with that employer or company. This article is designed to review relevant aspects employers should consider in using social media as part of the hiring or firing process. The advent of social media has revolutionized the way we communicate as a society, and wireless technologies allow us to do so faster than we ever thought possible. Ask whether your introduction supports your thesis.Content posted on a social networking site should be closely reviewed under the test as requiring interaction with other employees; however, courts have generally limited the actions of a single employee to be concerted activity “only when (1) that in which the lone employee intends to induce group activity, and (2) that in which the employee acts as a representative of at least one other employee.”[li] Preemptive strikes to curtail possible concerted activity will likely violate Section 8(a)(1) by creating a “dam…at the source of supply.”[lii] An employee, however, otherwise engaged in protected concerted activity, can lose that protection by opprobrious conduct.[liii] Whether or not protection is lost depends on several factors: (1) the place of the discussion; (2) the subject matter of the discussion; (3) the nature of the employee’s outburst; and (4) whether the outburst was, in any way, provoked by an employer’s unfair labor practice.[liv] In the context of social media, however, NRLB has added its own modified test when applied through the use social networking sites like Facebook.[lv] Because social media is a worldwide web of social connections, its reach has far more impact than just those present at the time of the conduct. In order to make the best hiring decision, employers are looking far beyond the resume to learn more about their applicants and employees—including reviewing their personal social networking sites. According to a recent social recruiting survey by Jobvite, eighty-nine percent of companies said they were using or planned to use social media in hiring.[xxxiii] There is evidence that demographic data thrives in cyberspace. Perhaps you have several ideas about how to begin, or several angles from which you’d like to approach the essay topic.It used to be that writing on someone’s wall would get you in trouble, tweets were only for the birds, and poking was rude. Let the interviewer know that you have been listening to the problem and have what it takes to do the job—that you are the solution to the problem.Take notes on your essay before you begin writing the actual draft.Part V discusses how employers’ social media policies relate to those NLRB decisions. From the list of requirements, match what you have to offer and merge the two into a summary statement. It should be no more than two minutes long and should stress the traits that make you unique and a good match for the job.The challenge is to apply traditional laws to today’s instant, casual, broadcast style of social networking communication in terms of concerted activity. I have the ability to stay focused in stressful situations and can be counted on when the going gets tough.Employers need to be aware of protected concerted activity before taking any adverse action against information posted in on a social networking site. It is well established that important terms and conditions of employment include wages, benefits, and working conditions.[xlii] Employers violate Section 8(a)(1) by restricting, through policy or handbook instruction, employees’ right to discuss with employees and/or non-employees important terms and conditions of employment.[xliii] It is noteworthy that under the Sarbanes-Oxley Act of 2002, public company employees also have whistleblower protection when reporting circumstances of fraud under 18 U. The critical inquiry in identifying concerted activity is the link between the employee and their coworkers, and the actions of the employee on behalf of the group to achieve common goals.[xlviii] Concerted activity measured by social media standards is supported by communication including but not limited to “thank you for having faith in me & helping my voice be heard! company should hire me essayOn My Space 70% of users are white, and on Linked In there are nearly twice as many men (63%)[xxix] as women (37%).[xxx] Studies also show that some social networking sites attract users that hold less formal education than others.[xxxi] This is important because it could potentially fuel disparate impact cases of discrimination even when the employers had no subjective intent to discriminate when they decided to use social media outlets.[xxxii] To avoid pitfalls of potential statistical traps using social media for recruiting, employers are urged to use a variety of sourcing strategies across multiple social media sites in addition to traditional avenues to attract a diverse applicant pool. Privacy settings and controls allow users to reduce exposure; however, certain information is typically always publicly available, such as their name, profile picture, and networks.[viii] Even with the utmost precautions in making profiles private (which many would argue defeats the purpose of a networking profile), social media sites often provide notice to users that they do not guarantee the privacy of the information. Part IV explores the use of social media in terminating employment and establishes trends from a number of decisions issued by the National Labor Relations Board (NLRB or “the Board”). Posts complaining about the irritating sounds being made by a coworker, for example, do not qualify as a protected or concerted activity.[lviii] In many instances, non-coworker posts of sympathy and support do not substitute the required support from co-workers and the intention to “engage in with or on the authority of other employees, and not solely by and on behalf of the employee himself” under . Don't underestimate personal traits that make you unique; your energy, personality type, working style and people skills are all very relevant to any job.Instead of, “I’m a great salesperson,” say, “In my last position, I had the highest record in my entire region for three consecutive quarters.” Instead of, “I’m really good with people,” say, “Due to my outstanding service skills, I had the highest number of repeat customers in the district.Privacy The First Amendment of the Constitutions states, “Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the government for a redress of grievances.”[iii] As strict constructionists would promptly point out, absent from the First Amendment is the word “right to privacy.”[iv] Although there is no “right” to privacy granted under the First Amendment, there are certain privacy protections afforded.[v] Case law suggests that “specific guarantees of the Bill of Rights have penumbras” of privacy that extend to certain areas and situations.[vi] The Court reasons that various guarantees within the amendments create zones of privacy.[vii] The question becomes whether an applicant or employee has an expectation of privacy in their personal social media persona. Although there is no perfect application of the law to society’s new technologies, Part I of this article provides a list of considerations, as well as a threshold of wrongful use, based on statutes, case law, and agency guidance. Your potential employer wants to read an essay, not a term paper.Part II introduces privacy considerations and employers’ requirements for legal, permissible access and accuracy. Use the outline like a map to determine whether your essay is headed in the right direction.Example: "From our conversations, it sounds as if you're looking for someone to come in and take charge immediately.The lines between personal and professional personas have merged into an indistinguishable haze of likes, links, and posts, making transparency an everyday issue. She received a Bachelor of Arts in creative writing from the Santa Fe University of Art and Design, and a Master of Fine Arts in creative writing from Chicago State University.People requested me by name.” Even if you are given creative license, recognize that this essay is your potential employer’s first glimpse of your work persona.;” “keep fighting the good fight;” “great letter;” “thanks for helping us stay informed;” and “like the comment.”[xlix] The test also extends to early phase of concerted activity which “in its inception involves only a speaker and a listener.”[l] Employers should also be cautious not to discredit concerted activity just because there is no online reaction or support. If a CRA is engaged in a search for information regarding personal character or reputation on an applicant or employee’s social media site, the employer is required under the Federal Fair Credit Reporting Act (FCRA) to ensure accuracy of the information.[xxi] The FCRA requires, in part, that the employer have a clear and conspicuous written disclosure from the applicant or employee in order to procure a consumer report which may include information from a social media site.[xxii] The FTC announced in an opinion letter that in certain circumstances in which a CRA has investigated an applicant or employee’s social media sites in compliance with applicable provisions of the FCRA, the Bureau of Consumer Protection Division of Privacy and Identity Protection found no FCRA violations. [xlix] Office of the General Counsel, Division of Operations – Management, Memorandum OM 12-31 (Jan. Use your brainstorm session to try out different ideas and find the one that suits you best.Don’t put anything in the essay that you wouldn’t want to say to her face. " is another common interview question that can take you down the wrong road unless you've done some thinking ahead of time. company should hire me essay I'm confident I would be a great addition to your team." Completing an exercise around this question will allow you to concentrate on your unique qualities. Take some time to think about what sets you apart from others.There are also less permissive ways of gaining access to personal social media pages such as hacking or using another’s authorized login credentials. To address some of these challenges, employers will sometimes outsource the social media site review to a third party Consumer Reporting Agency (CRA). Although the recession lingers, employers are starting to show signs of optimism as they begin to hire again. The bottom line of this question is, "What can you do for this company?Simply viewing demographic data on an applicant or employee’s social networking site may be enough to flag a particular hiring practice that would survive a motion for summary judgment and begin the costly course of litigation.[xxxv] Equal protection violations are not limited to applicants for employment. Prior to 2004, courts were not concerned with how many “likes” an employee received about their work-related comment on their “wall”. The Division of Privacy and Identity Protection of the FTC recently announced that these mobile apps may violate the FCRA.[xxiv] Several companies received directed letters of the warning.[xxv] Employers should not rely on disclaimers provided by a mobile app provider, and should steer clear of a CRA which denies FCRA applicability or any liability relating to the FCRA.[xxvi] Employers face two major questions when they decide to use social media in recruitment. Facebook has created a new Statement of Rights and Responsibilities which states it is a violation to coerce or force users to share private information contained in a personal, nonpublic Facebook page.[x] Facebook strongly discourages the practice, reserving legal action as a potential remedy if efforts with policy makers and stakeholders prove futile.[xi] Legislators are also strongly reacting to the new practice, finding it an objectionable invasion of privacy.[xii] Before an employer, or anyone for that matter, accesses a personal social media site, they must have permissible and legal access to the information. With my seven years of experience working with financial databases, I have saved companies thousands of dollars by streamlining systems.Firstly, how does social media impact candidate sourcing and statistics? " Start by looking at the job description or posting. Next, do an inventory to determine what you have to offer as a fit for those requirements.Although it is recommended to devise a recruiting strategy that distinguishes the recruiting function from the hiring decision function, outsourcing recruiting efforts which include the review of social networking sites, will not necessarily alleviate the vicarious liability of that employer under the theory of respondeat superior.[xix] An employer can be liable in tort for the acts of its employees as well as independent contractors if the employer controls certain activities.[xx] Accuracy Once an employer has permissibly and legally accessed information in a personal social networking site they should ensure the information is both accurate and related to the person for whom they are searching. Linked In specifically provides notice in their privacy policy that because the internet is not a “100% secure environment,” the company cannot ensure the security of any information submitted to their website, nor can they guarantee that “information not be accessed, copied, disclosed, altered, or destroyed by breach of any of [their] physical, technical, or managerial safeguards”.[ix] Even with limited privacy disclosure, users still maintain an expectation of privacy in certain circumstances. Social media has pioneered its own path into the cultural stream of consciousness, but has left in its wake a web of questions revolving around the issues of modern expression and privacy. One trend is for employers to ask applicants or employees for their login credentials so that the employer may access their social networking site directly. If you go off-topic in your essay, they’ll know without meeting you that you have trouble following directions.If no parameters are set, try to make your essay no longer than one page.Likewise, courts did not have to consider an employee’s ability to reach an average of 634 people in the click of tweet.[xli] In order to apply traditional legal standards, we must address the types of conduct that employers can consider in potentially adverse employment decisions. §1341, §1343, §1344, or §1348.[xliv] The party must first report to statutory defined authorities, such as federal agencies, member of Congress, and/or supervisors.[xlv] Before adverse decisions are made, employers should consider first if the conduct or posting was protected activity. According to the NLRB Reports, using social media for collective dialog and shared concerns about important terms and conditions of employment are concerted, and therefore protected, activities.[xlvi] In recent NLRB social media cases the Board has found employee conduct on social networking sites or public message boards to be protected concerted activity in eleven of twenty cases.[xlvii] In all eleven cases the employee “engaged in, with, or on the authority of other employees, and not solely by and on behalf of the employee himself” under the test. For example, is this the same John Smith who applied for a position? company should hire me essay Although courts have held that the Void-for-Vagueness Doctrine may minimally protect employers against criminal convictions for violations of social media providers’ terms of service, employers could face criminal penalties for unauthorized or exceeding authorized access to social media provider computers.[xvi] Lastly, courts have reviewed the employer practice of “borrowing” authorized login credentials and have decided that employers are subject to criminal sanctions if they gain unlawful access to stored communications.[xvii] Gaining access to a personal social media site through utilizing another user’s username and password will not skirt the authorized user requirement.[xviii] Training talent acquisition representatives on the importance of voluntary, non-coercive permission and legal access to view personal social media pages will reduce the risk of criminal liability. However, employers must have comprehensive and compliant social media policies that are not overly broad, and which address privacy, lawful access, accuracy, equal protection, permissible and impermissible activities, and conduct within employment practices. Secondly, what is the impact of viewing candidate information on a social networking site? Make clear and concise statements in your essay to keep your potential employer's interest. For example, instead of writing, “I’m a good employee and I love to work,” write, "I showed that I love to work when I served as chairperson for ABC Company's weekend initiative -- we successfully lobbied to have the offices opened during the weekends, so employees can catch up on paperwork and meetings without the distraction of clients calling." Your job application essay should provide clear examples to back up each of your claims.Treat the essay like an interview and write accordingly.In the nine cases where the NLRB found no protected concerted activity the conduct was not protected because it did not relate to important terms and conditions of employment. The National Labor Relations Board (NLRB) is on the front lines of the virtual wave of social media suits, applying law that was enacted long before the technology existed.[xxxvii] NLRB Decisions Recently, the NLRB was forced to weigh in on the impact of social media on employees’ rights and unfair labor practices.[xxxviii] The NLRB has identified social media tools to include text, audio, video, images, podcasts, and other multimedia communications.[xxxix] Of twenty cases dealing with the issue of whether an employee’s conduct via social media was protected as “concerted activity” (and therefore protected under Section 7 or Section 8(a)(1) of the NLRA), the NLRB found that in half of the cases the employer discharged the employee unlawfully. Oubria Tronshaw specializes in topics related to parenting and business.To answer the first question, it is important to understand that although the fastest growing segment of the population adopting social networking is over the age of 35, a disconnect in demographics still remains.[xxvii] While 32% of the population between the ages of 23 to 35 participated in social networking, only 20% of the population between the ages of 50 to 65 participated—with a mere 5% participating aged 65 and up.[xxviii] In addition, statistics show that race and gender also play a role in social networking site demographics. In cases where postings are critical of an employers’ managers, the Board tolerates a fair amount of attack on personal characterizations, for example name-calling, so long as there are no verbal or physical threats.[lvii] The Board considers whether employee conduct which includes disparaging comments against an employer, retains protection by evaluating the exposure level to the employer, whether the comments are defamatory and/or critical of products or business policies of the employer. Mere complaints and unsupported gripes are not likely to be found as protected concerted activity. It also sounds like you are experiencing problems with some of your database systems.Use a few sentences apiece to summarize your thesis statement, your introductory paragraph, your supporting paragraphs, and your conclusion.Part III discusses potential disparate impact in the use of social media in recruiting employment candidates. This approach has been met with staunch resistance both by application providers, legislators, and privacy rights activists. Concerning the second question on the impact of viewing candidate information via social networking sites, employers should be forewarned that information on these sites often includes a plethora of statistical characterizations about the applicant including those protected by Title VII and ADEA. Employers with permissible, non-coercive, legal access to social networking profiles who take reasonable steps to ascertain accuracy need to be aware that a picture can be worth a thousand demographic words. This is good news for job seekers; however, the way employers go about filling these positions is much more selective than was seen in the “war for talent” just a decade ago. " in an interview, the interviewer is giving you the opportunity to sell yourself. " Mariana says, "I'm a hard worker and really want to work for this company." The majority of people think of themselves as hard workers—and why this company?Terminated employees can also file Title VII or state claims when demographic data gleaned from a social networking site proves to be the catalyst for termination.[xxxvi] In situations where employees are terminated because of information employers gained from the workers’ personal social networking page, employers must look closely to both an employee’s conduct and their own policies in determining whether termination is legal under the circumstances. As you prepare your essay, make sure you answer the question they’re asking -- no more, no less. company should hire me essay When used properly, social media can be a powerful means of candidate identification, selection, and retention. company should hire me essay




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