The Snitch

Just a little of everything HR

Posts Tagged ‘technology

When Facebook isn’t your friend

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So, you’ve just scored the job interview of your dreams (or at least something close) and you’ve done your research on the company. Right about now, I’d bet you’re feeling pretty confident and prepared for any curveballs they may throw your way.

And then your interviewer asks: “Can you please log into Facebook right now so we can have a look around?”

This week, we ran a Bizarre HR about just that – companies that ask for Facebook logins to access potential employee’s profiles to gain a more, let’s call it “holistic”, understanding of the candidate.

I don’t know about you, but that’s sort of a deal breaker for me. Sure, there are a couple of things on Facebook I wouldn’t want my colleagues to find out about, but there has to be some kind of moral law (or actual law) against this. Right?

If you’ve been following The Snitch for a while now, you’d remember my attempt at staying off Facebook (obviously I went crawling back) so trust me when I say I understand the cheap thrill in venting about the co-worker who wouldn’t stop singing National Day songs in March, or how painful my last work trip was thanks to obnoxious cab drivers and inconsistent meeting times.

However, in the corporate world, a little discretion can never hurt. In the upcoming April magazine, editor Rebecca Lewis writes about the potentially disastrous effects a pissed off employee can have when they go on an online rampage.

Think about it. Here is someone with potentially sensitive information who believes they have been disengaged/insulted/mistreated (delete where appropriate) and has decided the best way to cool off is to broadcast their woes online.

Even something as simple as “Can’t people tell I’ve only got two hands?!” (I’ll admit I’ve tweeted that) can give the wrong impression. And this is if your profile is public.

Is anything even sacred anymore?

I’ve spoken to a couple of HR heads, and while most are against banning social media at work (“They’ll access it on their phones anyway,” one lamented), they do recognise the need to manage it.

With technology progressing faster than you can say Zuckerberg, and Gen Y’s who practically come out of the womb with an iPhone, there is no escaping the fact that social media is part of life.

While I am not a fan of potential bosses requesting access to my personal Facebook or Twitter pages (it would be timely to note I hardly ever accept friend or follower requests from colleagues), I do think HR has to determine how they intend to manage social media and its impact.

Let me know what you think and how your company manages social media both inside and outside the office.

PS: I just realised the irony of this post, considering I am the office snitch after all. C’est la vie!

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Will people forget I exist if I quit Facebook?

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This week, I decided I wanted to get off the whole Facebook bandwagon. When a close friend found out, he freaked out and practically accused me of committing social suicide.

“How could you leave Facebook? It’s your connection to the rest of humanity!” he cried out, complete with the dramatic flailing of arms. “You’re practically dead to the world now!!”

All right, fine. That may not be exactly what he said, but it was somewhere along those lines. And truth be told, he isn’t the only one who understand the complex hold Facebook – and other social networks – has over our lives.

Companies are increasingly getting on board with creating online platforms and avenues to reach out to employees. Recently, I had the chance to sneak a peek at NTU’s iFair, a virtual career fair that seemed to have popped out right out of a Sims game. I was floored at how interactive, realistic and comprehensive the virtual job booths are. It even made me wonder how long it would take before we had holographic fairs.

Now, that would be pretty darn awesome.

But back to (virtual) reality, with mediums such as Twitter to keep customers, job candidates and even current staff informed of the latest products a company or brand has to offer, I can see why more and more organisations are rushing to claim space on the World Wide Web. Not only are corporate websites now hosting video calls, interactive messages and games, they are also running recruitment programmes online, meaning you could possibly interview for a job from the comfort of your own bed (but please, make sure those PJ bottoms remain off screen).

There is an article on our website on how companies can strengthen their online presence. I even threw in a tip or two on what you can do to make your website more attractive and fun.

So, do you think companies should have Facebook pages? Do you add your colleagues as online friends? If you’ve got an opinion on those questions, or tips on what makes an online site amazing, drop me a comment.

PS: Don’t worry Facebook, I’ll be back… I think.

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Written by Sabrina Zolkifi

March 3, 2011 at 3:20 pm

HRTV: Talent pool widens with virtual career fairs

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Singapore – With more recruiters going online to widen their candidate pool, employers can now create virtual career booths that give tech-savvy jobseekers information about the company faster and more comprehensively.

Serene Tan, assistant director of human resources for defence-related research and development institution DSO National Laboratories, said companies looking into recruiting via online mediums should make their site interesting and engaging.

Recruiters can include video chat capabilities, welcome messages by senior leaders in the organisation and brochure downloads to give candidates access to information which they may not be able to get at a crowded recruiting event.

“It makes the website come alive and it gives a much better insight than just having a static page,” Tan said.

A virtual job booth is also considered a cheaper alternative for hiring managers because companies can save on the construction costs of the physical booth and the printing cost of materials.  Furthermore, fewer employees are needed to man an online booth. This helps companies save on the man-hours spent at traditional career fairs.

But a virtual job booth should not remove the need for having the presence of hiring managers or company representatives onsite.

Tan said it should act as “a complement to having a physical fair”. She added, “For the younger generation, who are very much into the Internet and smart devices, it provides an interesting gateway for them.”

But the greatest advantage employers can get from a virtual fair, aside from its cost-effectiveness, is that it is “accessible to potential candidates 24/7”, Tan said. Jobseekers can easily clarify doubts or ask questions through the online chat capability.

“While nothing can quite replace the effectiveness of a real face-to-face interview, this makes for a different kind of close interaction,” Loh Pui Wah, Nanyang Technical University’s (NTU) director for the career and attachment office said.

To read the full article: http://www.humanresourcesonline.net/news/24807

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