Posted on 07/11/2006 by the cynic
Viewed: 396 times
A while back, I posted about employers Googling you before or after hire, and then making a decision/firing you based on it.
Just reflecting here: How far do you guys think that should go, and should it be regulated like hiring discrimination is? I can see that if they pick up that you're a drug user or something else illegal, then it's fair to question it. But if an employer Googles you and say, finds out that you're a huge John Kerry activist and he's an ultra-right-wing type, should he not hire you because he was "offended" or considers you a national security hazard? Or, if the HR lady Googling you is an ardent feminist who doesn't like that you supported Phyllis Schlafly in one of your op-eds?
I got this thought because I read a blog post where the guy mentioned that he Googles employees and judges on the following:
--Engaging in online flamewars --> Assumes you will snap and yell at your coworkers regularly (bad reach)
--Arch-conservative --> Will be racist, sexist, and homophobic, and is a harrassment liability in the office (unfair assumption based on his own political views)
--Pictures of college parties --> Will be drunk at work/unprofessional/a drug user (bad assumption since college is college, and also this stuff is done on your own time)
So. Do any of you think companies should regulate "Blogging" someone (or "Facebooking" someone) as a condition of hiring, much the way things like race, marital status, plans to have kids, etc. can't be factors in hiring?
I mean, what if someone Googled you and found out you were married with kids, or that you plan to stay at home when kids arrive, etc.? Couldn't that inform their judgments but still be an illegal "hiring based on family status" decision?
I know it's natural to Google because you're curious, but how far should we go in hiring/not hiring based on someone's personal traits and what you "assume" about them?
This is the problem with at-will employment--it basicaly says "We can discriminate, but we just can't tell you to your face." :P
POST A COMMENTthe confessor(07/11/2006)
Googoling (now an accepted word in the dictionary) does not always work either. Two of the most destructive people I've ever worked with do not show up on ANY of the search engines! Get to know the top performing businesses in your field and ask them where they hire the best-you might be surprised at what you learn.
the cynic(07/11/2006)
Exactly--and what if they get the wrong guy? I heard a story about that--the guy's father was the one causing trouble, but they had the same name, and the employer simply said, "Heah right, quit lying and pack up your things."
thelma(07/12/2006)
This is the wave of the future. Be careful what you blog/post. It never goes away. It may come back to haunt you.
the cynic(07/12/2006)
I wonder if in the far future, it'll go much further than blogs, depending where technology takes us. Will an HR person of the future be able to pry much deeper than this? Kinda scary to think about!
twiz(07/12/2006)
I agree that "googling" is not foolproof. Depending on how common your name is, it could be nearly impossible to tell which results are actually related to the person you are interviewing.
ACube2Graphic(07/13/2006)
Another thought; this would be almost impossible to regulate. How do you prove that you were denied employment because of something they found on the internet. Most of the time, they won't even tell you why they won't hire you, or tell you the position was filled.
(3)
Company memo that Belfort Instruments needs to write but never will(6)
Well, almost quit...but not quite there yet...updated(1)
Backstabber(2)
I took the bait and now I feel trapped!!(1)
drunk off my rocker(3)
why you schould not put writing calk on your bosses car.(4) Blog Comments:
Another Advertiser Who Does Not Want Us to Think(7)
Mr. Bad Habits(3)
The Fear Factor(4)
An Uncomfortable Truth?(13)
The Internet? I Can Stop Anytime I Want!(3)
The Business of Change Management and Corporate Propaganda: Part 1(5)
What You're Talkin' About: The Most Recent Comments
Story Comments:
I HATE my BOSS!!!
Marketplace
TripRewards® MasterCard® Credit Card
APR: 9.90% Annual Fee: $0
Very low fixed APR for purchases and balance transfers for those who qualify; 0% introductory offer; access to reward program; no annual fee.
comments (6)
post to digg | 
post to del.icio.us | 
e-mail it
POST A COMMENT
