For those who want to work in the banking sector, the interview is the last and the most difficult hurdle. Candidates are evaluated on a range of parameters and impressing the interview panel requires a thorough preparation on the part of the individual.

In this guide, we bring some great tips and tricks you can follow to prepare well for Banking interviews. Apart from these tricks, you can joinbank coaching in Jaipur for interview preparation.

#Tip1: Brush Up Your Academic Learning

The interview board will consist of people from diverse backgrounds. And, your academic background will be a common area of interest for each member in the interview panel. You will all have some questions regarding your learning during your graduation.

This however doesn’t at all mean that you should bury your brain in every book that was part of your grad-course. Rather, you should brush up on the key takeaways and concepts. The question would in all probability revolve around key topics that are of interest and importance to even the common man.SSC coaching in Jaipur can help to brush up on your academic learning.

#Tip2: Work on Your Communication Skill

In an interview, communication skills remain a most sought after quality in potential candidates. The same is true for Banking interviews as well. Here are a few things that you can do to master good communication:

• Introduce Yourself With Enthusiasm and A Smile

The first impression plays a major role in the way the interview panel perceives you as an ideal candidate for the profile. That’s why your introduction plays such a key role in setting the right tone for the remainder of the interview proceedings. If you introduce yourself well, you feel confident and the person on the other side of the table gets a positive impression of you.

• Have a Positive Body Language

Good communication skill is not just about saying the right things, it is also about how you say the right thing. That’s why your body language needs to be positive throughout the interview duration. You should always appear accessible and maintain eye-contact every time you are answering the interview panel.

• Pause, Think, and Then Speak

There will be some nerves when you sit before the interview panel. One sign of nervousness is that you might speak way faster than you normally do. So you should consciously pause or take a moment before you start your answers. This way you will avoid speaking the first thing that comes to your mind as well as you will be able to be brief yet very specific in your answers.

#Tip3: Stay Updated with Current and Static GK

Any interview panel will always be interested to know your opinion on day-to-day affairs or happenings in and around the world. Moreover, you should not be surprised if they ask your take on big Government measures and initiatives such as The Farmers Bill, The Revocation of Articles 370 and 35A, The 2020 US Elections, The WHO’s impact in curbing Coronavirus, etc. These are trending debates across all popular online and offline public forums these days and you should have a good understanding and insights on the things happening around you.

#Tip4: Prepare About Organisation and Banking Sector

In addition to academics and Current Affairs, you will have to answer questions related to the banking sector as well. So prepare well about important topics and events related to the Reserve Bank of India and the Banking Sector. Further, be well informed about key banking terms and personalities such as present Governor and Deputy Governors of RBI. Below we have listed a few topics that should be on top of your priority list:

• Types of accounts in a bank
• Types of Commercial Banks
• History and Functions of RBI and Public Sector Banks.
• Annual percentage rate (APR)
• Debt to income ratio
• Amortization and negative amortization
• Loan grading
• Line of credit
• Types of loans
• Non-performing assets.

#Tip5: Watch and Practice Mock Interview

Today there are tons of free resources online that give you detailed know-how of how a banking interview is conducted. You can find mock-interview videos on Youtube and watch them know exactly what you are supposed to wear, and how you are supposed to conduct yourself before the panel.

Additionally, many institutes offer special interview training courses for shortlisted candidates. You can join one of these courses and learn from professionals. These courses are very well structured, offer great exposure, and leave no stone unturned. You are nurtured and prepared extremely well so that you can crack the interview with little or no hurdle whatsoever.

#Tip6: Share Leadership and Teamwork Experience

Although it is not mandatory to carry your resume for the bank interview, it is always a good thing to do. First and foremost, it allows the panel a sneak peek into your academic credential and achievements. But another advantage is that it can help you to set the right direction for the interview. The panel may ask you questions related to the information shared in your resume.

And so it becomes essential that you share your leadership and teamwork experience in your resume. This will highlight your abilities to not only work with a team but also lead them whenever the opportunity is there to do so.

#Tip7: Build a Story

Nothing impresses like a good story, such as the first time an elderly person in your home had to use net banking and how you helped him/her with the process. With a good story to back your goals and aspirations for working in the banking sector, you are more likely to leave a lasting compression on the interview panel.

So when you are faced with questions such as “Why should we hire you ” or “Why government job and not a private job”, make sure that you compliment your answer with some real-life experience. It will add that extra layer of acceptability and trust to your answers.

#Tip8: Wear Formal Attire

Before we wrap this up, we would like to share the last but equally crucial factor for acing any bank interview i.e. your appearance. Make sure that you don’t appear sloppy. You should appear neat and clean. Stick to formal wear and keep your hairstyle polished.

This brings us to the end of this article. We hope that the information will be helpful to you. All the best, prepare well, and don’t forget to smile!

By FIDELIS ANENE

It is a known fact that traveling to western countries for greener pastures is the dream of so many people. But the problem is that people go about it the wrong way. Some people have gone to the extent of paying dubious agents as much as six thousand dollars to secure Canadian visa for them whereas they should have availed themselves of the so many programs being offered by the Canadian Government to assist people from developing countries enter Canada and work legally.

One of them is by securing employment and work permit. There are so many companies in Canada that are willing to hire foreigners to work for them. You send your curriculum vitae (c.v) or resume to the company when they have job openings. You can apply online on their web site,e-mail them your resume, fax or post it directly to their office in Canada. If you are lucky to be selected the company issues you a letter of employment and with this you can go to the Canadian Embassy/high Commission to secure your visa and work permit stress free. The embassy will give you visa and allow you to travel and stay in Canada legally because the company must have conferred with human resources and skills development centre (H.R.S.D.C) Canada and they must have instructed the embassy to honour your visa application. With this there is no fear of your visa being rejected. Whether you are a professional in any field, a graduate or even a school certificate holder or that you are skilled in a certain area, for example information technology, nursing, pipeline welding, etc., or perhaps you have wonderful job experience. You might be lucky to apply for a job and be considered, and you travel to Canada stress free. There are working holiday programs etc. in Canada which are also helpful.

There is this wonderful program that enables people from developing countries immigrate to Canada with their permanent residency card (PR CARD) right from their country. Thousands of people have traveled to Canada successfully through this program and it is being offered every year. As long as you went to secondary school and know how to speak either English or French you are qualified to apply for this program. Some thriving communities in Canada like Quebec, Manitoba etc, also nominate people to come to their city to live and work but you first of all have to file an application with them and wait to be considered. Once you are considered you are 100% sure of moving to Canada legally even with your family. Not only that you can get a very good job and not depend on odd jobs because your traveling documents (e.g work permit) are okay.

CANADA is one of the most economically viable countries to live in. Traveling or immigrating to Canada to live and work can be as simple as ABC if one is actually guided on the right steps to take.

About the Author: Fidelis Anene is a successful travel consultant and gives people reliable information and direction about working, schooling and immigrating to Canada on his website.His ebook has sold thousands of copies and has helped people worldwide.Visit here to get his best seller ebook “HOW TO TRAVEL AND WORK IN CANADA LEGALLY”

Source: isnare.com

Permanent Link: isnare.com/?aid=834102&ca=Travel

Recruitment is the most crucial undertaking for any business house. After all the success of recruitment would satisfy the manpower needs of an organization without which the businesses cannot sustain. Now, recruitment isn’t a need for one time. It is continuous and constantly evolving need of every business. It is the task of every HR recruiter to analyse the manpower needs and to undertake essential activities to attract potential candidate.

Now, the task of HR recruiter isn’t a simplified one. Especially, in the market of recent times which are driven by candidates, it is not easy to hone the responsibility of HR recruiter . Every day is a challenge for these recruiters whose sole purpose is to attract, recruit and retain candidates with an appropriate fit.

There are numerous challenges faced by HR recruiters on everyday basis. But let me hereby guide you though solutions for each of such problems.

1. Problem- Candidates with inadequate skills

Solution – We can all agree to the fact that today’s market is skill driven. Now every organization has specific skill requirements from candidates applying for the vacant position in their organization. It is the challenge for HR recruiter to find the candidates acing those skills in an exemplary manner. There are 3 ways to solve this common problem.

• Incorporate various skill assessment tests throughout the interview process to determine the candidate’s suitability. There are numerous online skill assessment tests that could offer speedy and accurate results.
• Arrange for training within an organization to impart essential skills. Offer requisite training within an organization so that employees could upscale themselves and at times can even apply to vacant positions.
• Make an appropriate use of data and research to identify the places where you could find candidate appropriate to demand.

1. Problem- Difficulty in capturing candidate’s attention

Unlike the situation of yesteryear when candidates had to make efforts in grabbing companies attention, the scenario is quite different today. Every one is in need of talented candidates and everyone is going to extreme length to grab candidate’s attention. Now, in such circumstances it is quite the task for HR recruiters to capture and attract candidate’s attention.

Solution-

• HR recruiters should focus on building strong brand/company image. Strong brand presence in itself is enough to grab attention of potential candidates.
• More than ever there is a need for creatives to publish and advertise the job roles in an effective manner. Your job posting needs to be unique, helpful and insightful.
• Adopt individualised approach while approaching a candidate.
• Make use of appropriate technology in your recruitment process.

1. Problem- There are too many alternatives for candidates

In this candidate driven market, organizations no longer possess the superlative hold in job market. The problem for HR recruiter is that candidates have way too many alternatives. Large proportion of candidates agree to the fact that they are actively pursuing multiple opportunities.

Solution-

• HR recruiters should ensure that the candidate achieves satisfactory interview experience. They need to work on removing glitches in recruitment process for seamless candidate experience.
• Create a competitive advantage by equipping yourself with knowledge of exact market scenario.
• Creation of policies and facilities with competitive edge to attract the candidate.
• By being in constant touch with candidates even after an interview as a part of follow up.

1. Insufficient knowledge about the positions they are hiring

While this may not be the case if the HR recruiter works for specific niche, at times HR recruiter may not have complete knowledge about the position they are hiring.

Solutions-

• Get a full hand detailed understanding of job role form clients so that you could offer answers to questions of candidates.
• Don’t bluff for your negligence. Instead take help from colleagues who may have specialized knowledge in specific fields.

Whoever considered the field of HR to be relaxing and uninspiring never truly knew the struggles and problems encountered by HR professionals in everyday life.

Are you looking for placement consultants in Surat? At Job Museum we offer job placements to active job seekers by placing them in an industry and role that suits them best. HR as a choice of career is extremely rewarding and if you’re in lookout for HR jobs in Surat, job museum is a place to be. We have numerous openings from our clients for HRjobs in Surat for freshers as well as experienced candidates. Connect with us and allow us to assist you in finding best jobs.

By Jayant Kulkarni

The second step in getting a job is having an interview with a potential employer. The first step was sending your application and after careful review by the company, you are seen as candidate for the vacant position.

The employer got this information through an ad that was placed in the paper, referred by someone in the company or a headhunter, or by a person who simply submitted an application via the company’s website.

The first impression employers always look at is your resume. Given the many that apply, this usually takes about 30 seconds and so with the limited words, one must be sure that the resume is well written and grammatically correct.

During the interview, most employers want to know more about person since the resume only gives certain information such as the person’s name, age, address, contact number, social security number, past and current employment.

The employer will likely ask about the experiences, lessons and accomplishments one has done and learned working for another employer. This will usually include how the person handled a situation in the company, the challenges of the job and the relationship with coworkers.

Another question will be the relationship between the applicant and family members. This shows character with how the person interacts with people who are close and those that know the person for a long time.

The employer will usually ask why the person applied in the company and where you would like to be in 5 to 10 years. Long term questions such as this will show if there is dedication for the job at hand and if the company can provide something beneficial for both the applicant and the employer.

Companies follow a certain budget in hiring qualified personnel which is why the interviewer will ask how much one desires to get for the job. If what is being asked is too high, the employer will usually ask if the salary is open to negotiation.

After the employer asks questions, room is usually given for the applicant to ask questions in return. This is the best time to know a little bit more the company one might be working in and to get a feel of the potential company.

If there are no more questions, the interviewer will then end the meeting and call the applicant back if the person has passed the initial interview so that the next phase of the application process can begin.

SIX MISTAKES DURING A JOB INTERVIEW

1. You talk too much

The advantages of the fact that you are open to discussions and you are decided to persuade the fact that you are the best can turn against you. There is the risk of boring the other person with so many details and you can even look like you don’t have the cap city to concentrate on one given subject.

2. You don’t listen

Assure that the answers will are about to give is the one the question is asking for. This is a test that will demonstrate the employer that your future project will follow the exact steps he’s expecting.

3. Falling for it

An experienced recruiter will set you the trap of relaxation, trying to make you believe this is an interview with a little importance. This does not mean that you have to avoid jokes or affirmations that have nothing to do with the professional area, but you must always promptly go back to the subject of the discussion.

4. You are trying to take the lead

If you try this you can seem arrogant. Companies tend to search for people that can work efficiently in a team. When talking about thinks you’ve done on previous jobs try to use instead of ‘I’ the pronoun ‘We’ as often as possible.

5. You don’t ask questions

Try and make a discussion as professional as possible, asking questions that are right on the subject. Make realistic observation regarding the company and avoid emphasis.

6. You are late

Many employers can’t understand why the candidates continue to be late, so being on time or not has a great importance in their decision. If you can’t make it on the settled hour, call in time and try to reschedule the meeting, depending on the person that conducts the interview.

About the Author: Dr.jayant kulkarni is motivator and career counselor since last 20 years.He specialises in advising about selection of career and helping to achieve the goal. For Solutions in Jobs & Career

Link text

Source:

isnare.com

Permanent Link:

isnare.com/?aid=1610781&ca=Jobs

By Craig Clowes

Now that you are settled in life, you have a good job, may be someone you love and a lot to look forward to in life ahead, why not get hold of a car. Obviously you cannot guarantee to have good money to buy an expensive car of your dreams, but why not a bit cheaper one and even better than that, on loan. Yes, you can get cars on loan if searched for. Nowadays many companies and websites are giving car loans so that you can have that romantic long drive with your beloved or a family outing. Car loans are given on all cars, may it be small or big but make sure you get a car in your reach. If it is your first time, go for a small one. Other than that, online car loans seem to catch the eye of everyone these days for their offers and installments are quite reasonable. They cost less than many normal auto mobile loans found in the market and many companies have started their career by giving online car loans.

When one hears the word online, a sudden thought that clicks really badly may be the chances of fraud since no one is really sitting down and talking to you up front. Many known firms have turned to the internet to cater to those citizens who are unable to get proper car loans from them in the city where the office of these firms exist. Hence it is the support of internet that is getting them customers all around the country. Turning to the internet has favored them because their demand has doubled. Trustworthy names have lots of customers here online getting their car loans from them. It is worth mentioning that it is true that fraud happens but due to some strictness here on the internet now these sites are not available and people have been jailed. Meaning there is security and safety now when applying for online car loans. The steps are quite simple, you fill out a form that asks for detail but it is not very lengthy. This form is forwarded to the representatives of this website and they check for the availability of your desired car and close enough vehicles for you. A list of cars is then sent to you to choose from. Where ever the car is, it will be given to you after submitting the first installment. Now it is just a matter of time till you pay off your online car loans through monthly installments. Interest rates are fixed and you will get all such information before hand from the company either on the website itself or afterwards through email.

The best part about online car loans is that you can get your desired car at any cost. They look for it and even give you options in it. The paying off of your car is a period worth it. When you have your new car you wouldn’t mind it really.

About the Author: Get Approved for a

online car loans

fast and get your

list of cars

. Providing Canadians with the lowest rates and best

monthly installments

options.

Source:

isnare.com

Permanent Link:

isnare.com/?aid=1516870&ca=Finances

Recruitment is the most crucial undertaking for any business house. After all the success of recruitment would satisfy the manpower needs of an organization without which the businesses cannot sustain. Now, recruitment isn’t a need for one time. It is continuous and constantly evolving need of every business. It is the task of every HR recruiter to analyse the manpower needs and to undertake essential activities to attract potential candidate.

Now, the task of HR recruiter isn’t a simplified one. Especially, in the market of recent times which are driven by candidates, it is not easy to hone the responsibility of HR recruiter . Every day is a challenge for these recruiters whose sole purpose is to attract, recruit and retain candidates with an appropriate fit.

There are numerous challenges faced by HR recruiters on everyday basis. But let me hereby guide you though solutions for each of such problems.

1. Problem- Candidates with inadequate skills

Solution – We can all agree to the fact that today’s market is skill driven. Now every organization has specific skill requirements from candidates applying for the vacant position in their organization. It is the challenge for HR recruiter to find the candidates acing those skills in an exemplary manner. There are 3 ways to solve this common problem.

• Incorporate various skill assessment tests throughout the interview process to determine the candidate’s suitability. There are numerous online skill assessment tests that could offer speedy and accurate results.
• Arrange for training within an organization to impart essential skills. Offer requisite training within an organization so that employees could upscale themselves and at times can even apply to vacant positions.
• Make an appropriate use of data and research to identify the places where you could find candidate appropriate to demand.

1. Problem- Difficulty in capturing candidate’s attention

Unlike the situation of yesteryear when candidates had to make efforts in grabbing companies attention, the scenario is quite different today. Every one is in need of talented candidates and everyone is going to extreme length to grab candidate’s attention. Now, in such circumstances it is quite the task for HR recruiters to capture and attract candidate’s attention.

Solution-

• HR recruiters should focus on building strong brand/company image. Strong brand presence in itself is enough to grab attention of potential candidates.
• More than ever there is a need for creatives to publish and advertise the job roles in an effective manner. Your job posting needs to be unique, helpful and insightful.
• Adopt individualised approach while approaching a candidate.
• Make use of appropriate technology in your recruitment process.

1. Problem- There are too many alternatives for candidates

In this candidate driven market, organizations no longer possess the superlative hold in job market. The problem for HR recruiter is that candidates have way too many alternatives. Large proportion of candidates agree to the fact that they are actively pursuing multiple opportunities.

Solution-

• HR recruiters should ensure that the candidate achieves satisfactory interview experience. They need to work on removing glitches in recruitment process for seamless candidate experience.
• Create a competitive advantage by equipping yourself with knowledge of exact market scenario.
• Creation of policies and facilities with competitive edge to attract the candidate.
• By being in constant touch with candidates even after an interview as a part of follow up.

1. Insufficient knowledge about the positions they are hiring

While this may not be the case if the HR recruiter works for specific niche, at times HR recruiter may not have complete knowledge about the position they are hiring.

Solutions-

• Get a full hand detailed understanding of job role form clients so that you could offer answers to questions of candidates.
• Don’t bluff for your negligence. Instead take help from colleagues who may have specialized knowledge in specific fields.

Whoever considered the field of HR to be relaxing and uninspiring never truly knew the struggles and problems encountered by HR professionals in everyday life.

Are you looking for placement consultants in Surat? At Job Museum we offer job placements to active job seekers by placing them in an industry and role that suits them best. HR as a choice of career is extremely rewarding and if you’re in lookout for HR jobs in Surat, job museum is a place to be. We have numerous openings from our clients for HRjobs in Surat for freshers as well as experienced candidates. Connect with us and allow us to assist you in finding best jobs.

By Michiel Van Kets

ISDN is a digital telephone line that is primarily used for Business telephones.

ISDN (Integrated Services Digital Network) is a system of digital phone connections which is compatible with the existing (analog) telephone system. ISDN customers can use their phones to make conventional (analog, dialup) voice connections. In addition, ISDN customers can make high-speed digital data connections with other ISDN-capable telephone customers.

ISDN allows data to be transmitted and received around the world using end-to-end digital connectivity. With ISDN, voice and data are carried by 64Kbps bearer channels (B channels). Multiple B channels can cooperate to provide higher data rates. Common ISDN installations can easily be configured to use two (2) B channels, providing a true data rate of 128Kbps. In all ISDN installations, a data channel (D channel) handles control signalling at 16 kbps or 64 kbps, depending on the service type.

Typical applications include call centres and offices requiring large numbers of multiple lines or extensions. ISDN provides Business Phone users with digital access to switched voice and data over a single integrated network connection.

ISDN 10/20/30 is a premium business grade service for all local, national, mobile, international and special service calls.

ISDN 10/20/30 provides http://pcworld.about.com/od/networkin1/Options-Multiply-for-Small-Bus.htm : significant cost savings as multiple services can be delivered down a single copper pair of wires faster. Call dialling and disconnection is faster allowing for increased efficiency and the indial feature allows you to direct dial extensions rather than go via a switchboard or receptionist.

ISDN comes in two basic configurations. ISDN 2 Basic Rate (BRI) or ISDN 10/20/30 Primary rate (PRI)

ISDN 2 which is suitable for Business that require 2 or multiples of 2 phone lines. e.g. 2, 4, 6 or 8 phone lines.

ISDN 10 20 30 is known as a Primary Rate PRA Digital ISDN service whereas ISDN 2 is known as a Basic Rate Service. A ISDN Business Phone Line is a digital service that provides enhanced functionality via Digital Transmission and can re place conventional analogue telephone lines. It is available in configurations of 2, 10, 20 or 30 channels. ISDN 10/20/30 Business Phones can provide up to 30 x 64kbps channels making it suitable for small or large applications.

A Direct In-Dial is a range of 100 numbers allocated to your ISDN service. It is sometimes referred to as 100 Number range. Direct In-Dial ranges are always in blocks of 100 and are only available on ISDN2 and ISDN 10/20/30 services. In-dial ranges always start with 00 as the last two digits and end with 99 as the last two digits of the range. Multiple In-Dial Ranges can be supplied on a single ISDN service on Telaustralia Telstra and Optus services.

Even though you may only have 2/4/6 lines you can have 100 numbers and this allows you to allocate a direct dial number for any individual or department with your company. This allows you to efficiently manage your calls by directly internal and direct calls to the desired locations while retaining the ability to direct certain advertised numbers via a receptionist or call centre.

With a Direct In-Dial range you are also have access to Extension Level billing which allows you to bill calls out via each extension of the 100 number range. Typical application for this would be serviced offices where the calls need to be metered or call costs from a particular extension billed back to a customer or department.

Direct In-Dial is available on http://www.telaustralia.com.au/landlines/isdn-2-phone-lines : ISDN 2 Phone Lines and ISDN 10/2030 and ISDN Multi Line.

About the Author: Michiel Van Kets writes articles for TelAustralia, an Australian provider offering a full suite of

ISDN 2 Phone Lines

. With free installation, you can now enjoy the reliability of Telstra Network for

ISDN 10/20/30 Phone lines

and ISDN 1023030 Telephone lines.

Source:

isnare.com

Permanent Link:

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By Elizabeth Rice, SPHR

The overwhelming phenomenon of social media sites such as Facebook, MySpace, and LinkedIn has alternately sparked excitement, concern, and controversy among businesses everywhere: excitement about the abundant marketing opportunities these networks provide; concern about the growing lack of image control companies have as a result; and controversy over whether or not today’s employees are spending too many of their work hours socializing online, and fewer hours actually working.

Like it or not, social media is here to stay. And some savvy employers are making the most of it with an “if you can’t beat ’em, join ’em” philosophy toward social networking sites, blogs, online videos, and more. Rather than viewing these outlets simply as a threat to employee productivity and company image, these businesses have begun utilizing social media as a helpful (and free) tool for screening potential job candidates, checking up on new hires, and monitoring current employees.

But are these screening techniques legal? Below is a look at both the benefits and liabilities of using social media to monitor prospects and employees.

Social Media as the New Background Check

It’s long been suspected that employers use social networks to take a “behind the scenes” peek at job applicants, but just how common is the practice? The answer, according to a recent report by CareerBuilder, is very common: nearly half of employers surveyed said they use sites like Facebook, MySpace, Twitter and LinkedIn to research potential hires. Furthermore, 35% of survey respondents said they decided not to offer a job to a candidate based on the content uncovered in these searches. Among the most frequently-cited reasons for not hiring these prospects were the discovery of provocative photos, references to drinking and drug use, poor online communication skills, and online bad-mouthing of previous employers.

Checking prospective hires via social media has become so commonplace, in fact, that it recently inspired the launch of a new startup company called “Social Intelligence.” The company, which launched in September 2010, provides a screening and monitoring service that tracks an individual’s social media activity on various networks, and then screens it for employer-designated red flags like gang involvement, drug use, and demonstrations of potentially violent behavior. According to Forbes, Social Intelligence “is essentially taking the traditional background checks commonly used by corporate HR departments…and moving them online to track social media networks.” The company’s reports filter out legally sensitive information such as sexual orientation, race, or religion, and the data is manually reviewed before being distributed to prospective employers. Social Intelligence’s CEO Max Drucker says that the service helps companies perform due dilligence with regard to hiring and risk management, while protecting prospective employees from discrimination.

And social media monitoring isn’t just limited to job applicants; some companies are using it to check up on current employees as well. Accodring to a 2009 survey from the American Management Association, 52% of U.S. employers have fired employees for email and web violations. Stories are widely circulated about instances when an employee has been disciplined or even terminated for posting negative content about an employer on social media outlets like Facebook and personal blogs. Companies claim these actions provide legal grounds for termination, arguing that such content is damaging to their corporate image and negatively impacts business. Notable examples include the 2009 instances in which employees of fast-food purveyors Domino’s and KFC took video and photos of their unsanitary use of the restaurants’ food and equipment, posted the material on YouTube and MySpace, and caused an overnight uproar (for which all employees involved were immediately fired). Meanwhile, other employees have been caught red-handed when, after calling in “sick” to miss work, they subsequently (and foolishly) posted online updates and pictures of themselves spending the day at a party or on vacation. For example, acccording to New York’s Daily News, more than a dozen Department of Education employees were recently fired for “faking illnesses to take vacations.” Among the clues that tipped off coworkers and administrators were vacation photos the offenders had publicly posted on their Facebook profiles.

Staying Aware of the Legal Pitfalls

Though social media can undoubtedly be used to a company’s advantage, employers must also be aware of some inherent risks that come with exploring this new terrain. Because social media and the so-called “blogosphere” are relatively uncharted territory for the workplace, the law is currently racing to keep pace with what is and isn’t legal when it comes to screening, while large companies are hurrying to develop written employee policies pertaining to social media. The good news is that, for now, much of the judgment about social media falls in favor of employers. A recent report by the Ocala Business Journal attests that checking social media sites and making subsequent hiring or termination decisions about employees and prospective hires is well within a company’s legal rights, because an employee could potentially affect an employer’s reputation. According to the article, “employers doing background checks [often] ask if it’s legal to check social media sites to find out more about potential employees. It is.” Employees questioning the validity and legality of these searches are typically told that, although the actions posted online may have been performed off the clock, they still have the capacity to affect a company’s reputation. “One major impact of social media is the line between professional and personal lives has blurred,” the article says. “Social media is impacting hiring as well as termination.” Likewise, Social Intelligence CEO Drucker attests that his company’s methods are compliant with the Fair Credit Reporting Act, and that the onus falls on the employee or job seeker to use discretion in posting anything online. “People need to exercise good judgment and understand that what they post publicly is public, and an employer has a right to know about it,” he says.

When it comes to searching an employee or prospect’s social media presence, the legitimate risk for employers lies in potentially violating anti-discrimination and privacy laws. According to the National Law Review, “an employer’s examination of an employee’s or potential hire’s social network sites may provide the basis for claims under employment discrimination statutes if the employer used [these] methods to seek out information that was legally protected in some way.” Such legally protected data includes religion, ethnicity, political affiliations, gender, or sexual orientation: all information that is readily available on many Facebook profiles. “If plaintiffs can show that they were discriminated against in the hiring process, or wrongfully terminated based on information gleaned from updates on Twitter, pictures on Facebook, or accounts on their personal blogs,” the National Law Review asserts, “the employers will surely be held liable under the pertinent anti-discrimination statutes.”

Another employer risk is gaining information online by engaging in what is known as “social engineering:” manipulating an individual into granting access to his or her otherwise private online networks. When it comes to social media, examples of these spy techniques might include trying to “friend” an individual on Facebook for the purpose of looking at his or her otherwise private, personal information, or requesting access to a password-protected blog not accessible to the general public. In these cases, an employee or prospective hire may allege that such actions constitute an invasion of privacy, since the employee or applicant has demonstrated a reasonable expectation of privacy with respect to their social media accounts by protecting them with passwords and making them accessible on a case-by-case basis.

In summary, employers who aren’t already doing so may want to begin exploring social media as a potential vetting tool, while keeping in mind that the laws pertaining to these practices could change as social media continues to find its place in the workforce. Perhaps more importantly, employees and job seekers should pay careful attention to what they choose to share publicly online, taking to heart the old adage that “some things are better left unsaid” – or, in this case, unposted.

About the Author: Elizabeth Rice, SPHR, is the President of Innovative Employee Solutions , a San Diego-based company specializing in nationwide payroll and HR administrative services for the contingent workforce. Ms. Rice has more than 25 years of experience in HR and executive management.

Source: isnare.com

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