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Discussion Board

My view on the matter is that it should be left to the employer to decide on whether or not they will seek consent from the candidate before they start on their social media background checks. It is clear that there are organizations that survive on a good reputation from all their stakeholders. The fact that the information an employee’s shares on the social media are seen by all, including the clients implies that it is only prudent for the organization to protect themselves as well as other employees from the self-destructive employees.  With the increasing emphasis on different social evils are racism, **********, **** among others, the information that employee shares on the social media can affect the company they work for directly. It is thus imperative that the employers take advantage of the information available on the social media as a proactive move when hiring employees. From the assessment of the provided link, I support that it is only prudent to err on by being cautious that overlooking the potential risk.

I disagree with the first discussion that asserts that the pictures of the weekend and funny YouTube videos do not impact the way they carry out their duties. The overall issue, in this case, is that the views expressed in these videos and pictures are interpreted differently by the stakeholders and the association they have with the employer means that they are interpreted as the employer’s position, thus affecting them directly.

I am however in agreement with Brianna that issuing a background check in advance to save an employee from bad reputation and embarrassment is an excellent intervention by the employers, focusing on the main issues that matter to their success.

Sherry Roberts is the author of this paper. A senior editor at Melda Research in best nursing writing services if you need a similar paper you can place your order for custom nursing papers.

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