As a manager or business owner, you’ve got an interesting decision to make regarding your work force in 2017—do you monitor their social-media activity? It’s certainly within your rights. How your employees conduct themselves outside of work obviously matters, as poor decisions or inappropriate behavior could reflect negatively on you. In a 2013 survey by CareerBuilder, 39% of employers admitted to digging into job candidates on social sites such as Facebook and Twitter, and 43% said they’d eliminated a job candidate because of something they found. Meanwhile, 19% happened to find information that actually sold them on a candidate.
The argument for close monitoring revolves around protecting your business; it’s all too easy for a burned out or bitter employee to log on and bash customers and denigrate subordinates. The counterargument is based on privacy—what your employees do off the clock and away from work shouldn’t matter. Being fired or taken out of consideration for a job because of political or religious beliefs is discrimination, after all. Ultimately, it’s up to you as an organization to draft the right policy for you. You have every right to look, but that doesn’t necessarily mean you should.