Discuss Social media dilemmas in the employment context.

Social Media and Job Opportunities Over the last decade, social media and social networking sites have increased in popularity for many reasons, including staying connected with friends and family, sharing thoughts, promoting businesses, keeping up with current events, etc. In addition to those uses, social media platforms can also be used by people to seek out job opportunities and by employers to look further into potential candidates. For those seeking employment, it is important to keep in mind that one’s online presence can either benefit or prevent potential job opportunities. When posting online, one may unknowingly be hurting their chances of getting a job. While social networking sites are commonly used to connect with familiar faces, they are also used to create new connections. Sites such as LinkedIn help people search for employment opportunities and having a negative online presence can prevent future goals from being realized. During the screening process, it is common for employers to reject candidates for having inappropriate photos, bad-mouthing previous employers, displaying poor communication skills, or posting discriminatory comments (Sameen & Cornelius, 2015). Proverbs 13:3 states, “Those who guard their lips preserve their lives, but those who speak rashly will come to ruin.” In other words, whether face to face or in an online setting, one must be careful of what they say for it may come back to haunt them and, in this case, cost them an employment opportunity. While one’s online presence can seriously hinder potential employment, it must be stated that there can be positive outcomes for an online presence as well. While there can be serious consequences and missed opportunities for having a negative online presence, the opposite could be stated for having a positive online presence. Employers often use social media for recruitment purposes, as communication is often instantaneous and can reach multiple people at one time (Lam, 2016). This provides an opportunity for employers to explore the online profiles of those who have expressed interest and determine if they would make a good fit within the company. While social media should not be the only source of vetting a potential employee, it is one that is quickly accessible to online employers; therefore, ensuring a constructive online presence is essential to improving the odds of being considered for employment. For employers it is essential to not rely solely on social media for hiring decisions as ethical lines can be crossed. According to Sameen & Cornelius (2015), “possible bias via Facebook occurs when hiring managers reject suitable applicants just by looking at their profile picture, which they think is a representation of their personality” (p. 28). Those with a social media presence need to be mindful of what they post online. With the ever-increasing popularity of social media and social networking sites comes with it an increase in the possibility that what is posted is easily accessible to companies seeking employees; therefore, it is important that what is being shared is truthful and reflects positivity that could only benefit those who may be seeking employment. ReferencesLam, H. (2016). Social media dilemmas in the employment context. Employee Relations, 38(3),420-437. doi:http://dx.doi.org.ezproxy.liberty.edu/10.1108/ER-04-2015-0072Sameen, S., & Cornelius, S. (2015). Social networking sites and hiring: How social mediaprofiles influence hiring decisions. Journal of Business Studies Quarterly, 7(1), 27-35. Retrieved from http://ezproxy.liberty.edu/login?url=https://search-proquest-com.ezproxy.liberty.edu/docview/1719405262?accountid=12085The Holy Bible, new international version. (1984). Grand Rapids: Zondervan Publishing House