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Comments
1
Subscribe to commentsCourtney HuntFeb 22nd 2011 4:06PM
This story has generated a mini media firestorm in the past week. I have been sharing my thoughts on various articles and blog posts, and I finally decided to write my own reflection as well (here’s a link: http://tiny.cc/4hkbu). One underreported “fact” I learned in doing a little additional research is that a representative from Maryland’s DPSCS says they do not have a policy that requires job candidates to provide login information, so the case may not be as clear-cut as it seems.
FYI, the City of Bozeman, Montana tried to implement a similar policy in the summer of 2009. The policy last less than 24 hours because of the national backlash they received. Here's a link to one of the stories about it, on Mashable. com: http://mashable.com/2009/09/03/bozeman-montana/.
Last fall I wrote a white paper on the subject of "social screening," which relates to this issue. It's called, "Social Screening: Candidates - and Employers - Beware." I also wrote a follow-up blog post entitled, "Social Screening: The Expanded Discussion."
(links for both pieces above and the pieces cited below are available through the blog post linked above. I can only include 3 urls here...)
Finding the right approach to social media policies is critically important, and many organizations are guilty of overreaching. A couple of weeks ago, for example, the NLRB settled its "Facebook case" with an employer (AMR), and one of key terms of the settlement was that the employer agreed to revise its "overbroad" social media policy. I wrote about this case both when the complaint was filed and after it was settled.
Later this week I'll publish a post on social media policies that addresses the issue in a more holistic way and articulates the need for a thorough, thoughtful, and balanced approach.
Courtney Hunt
Founder, Social Media in Organizations (SMinOrgs) Community