Generation Y, the 20-somethings now graduating from universities and the prime target for organizations looking to hire new talent, are spending a lot of time on “Web 2.0” applications such as blogs and social networking. It’s the 21st-century communications medium of choice. But Gen Y doesn’t just use social networking to hook up—they turn to the web to search for information as well as for jobs.
Scott gives an overview of the book:
Could an unsuccessful job candidate claim that he or she was turned down for a job because of something on their website, even go so far as to claim unfair discrimination on the employer’s part?
“If a person puts information onto the web, it’s public,” says Clarke. Employers are naturally going to find it, just as the candidate should be searching for information about the prospective employer. “That’s the kind of research anybody should be doing.
“Being in possession of an extra bit of information isn’t discriminatory,” says Titterington. “Especially if that information has been posted into the public domain by the person in question.”
“There is a risk if certain kinds of information, like a person’s race or sexual orientation, are apparent, but it’s important to remember that not every difference is a prohibited reason for discrimination,” explains Michael Torrance, an associate with Toronto law firm Ogilvy Renault. “Employers should look at candidates’ web pages, but they should use the information with care.
“Information in a Facebook profile is not really public,” he points out. “You have to join the system to see it, and the profile owner has to allow you to see the profile.”