Hiring Discrimination Based on Social Media Posts

Human resource officers in most companies routinely check job candidates’ social media posts when deciding whom to hire. Certainly, young people are warned not to post photos that they might later regret having made available to potential employers. But a more serious issue involves standard reviewing of job candidates’ social media information. Specifically, do employers discriminate based on such information?

An Experiment in Hiring Discrimination via Online Social Networks

Two researchers at Carnegie-Mellon University conducted an experiment to determine whether social media information posted by prospective employees influences employers’ hiring decisions. The researchers created false resumes and social media profiles. They submitted job applications on behalf of the fictional “candidates” to about four thousand U.S. employers. They then compared employers’ responses to different groups—for instance, to Muslim candidates versus Christian candidates.

The researchers found that candidates whose public profiles indicated that they were Muslim were less likely to be called for interviews than Christian applicants. The difference was particularly pronounced in parts of the country with more conservative residents. In those locations, Muslims received callbacks only two percent of the time, compared with seventeen percent for Christian applicants. According to the authors of the study, “Hiring discrimination via online searches of candidates may not be widespread, but online disclosures of personal traits can significantly influence the hiring decisions of a self-selected set of employers.”

Job Candidates’ Perception of the Hiring Process

Job candidates frequently view the hiring process as unfair when they know that their social media profiles have been used in the selection process. This perception may make litigation more likely. Nevertheless, eighty-four percent of employers report using social media to recruit job applicants. One-third of those who recruit in this manner admit that they have disqualified applicants based on content found in their social media accounts.

The EEOC Speaks Up

The Equal Employment Opportunity Commission (EEOC) has investigated how prospective employers can use social media to engage in discrimination in the hiring process. Given that the Society for Human Resource Management estimates that more than three-fourths of its members use social media in their employment screening process, the EEOC is interested in regulating this procedure.

Social media sites, examined closely, can provide information to a prospective employer on the applicant’s race, color, national origin, disability, religion, and other protected characteristics. The EEOC has reminded employers that such information—whether it comes from social media postings or other sources—may not legally be used to make employment decisions on prohibited bases, such as race, gender, and religion.

Question Presented

Can you think of a way a company could use information from an applicant’s social media posts without running the risk of being accused of hiring discrimination?

1) Edgar, a manager from Human Resources, thinks the problem stems from night-shift workers not getting proper sleep and consequently inducing errors. He thinks that less than 50% of workers on the night shift are getting at least the seven hours of sleep necessary to perform adequately. HR surveys 80 night-shift workers and finds that 46 of them claim to get at least seven hours of sleep per night. At 95% confidence, can we reject Edgar’s claim? Please use the critical-value method to test this, stating the null and alternative hypotheses as well as the test statistic you will use.

- Lisa, another HR manager, thinks that the problems have nothing to do with the night shift, so she wants to prove to Edgar that the proportion of day-shift workers getting adequate sleep and night-shift workers getting adequate sleep is the same. She interviews 50 day-shift workers and finds that 31 claim to get at least seven hours of sleep per night. Using the surveys for night-shift workers from problem 2, can we say that Lisa is wrong with 95% confidence? In your answer, please use the critical-value method, stating the null and alternative hypotheses as well as the test statistic you will use.

Part Three: Acid/Base Homeostasis in the Human Body

Beginning Questions:

1. Carbon dioxide is formed during cellular respiration and then diffuses out of cells into the interstitial fluid and then into the bloodstream. Most of the carbon dioxide is transported in our blood as bicarbonate. Write the chemical equation for the formation of bicarbonate and hydrogen ions from carbon dioxide and water below.

2. Under which of the following situations would the formation of bicarbonate and hydrogen ions be greater? Circle your answer.

At Rest After Exercise

Change in pH after exercise.

Calculate the percentage change in pH for both procedures and record your values in the table below

• % change in pH = ((control pH – experimental pH)/control pH) * 100

Questions:

1. Explain how blowing air into water caused the change in pH.

2. Describe why exercise caused the observed change in pH.

chemical engineering
*An adult human being at rest produces roughly 0.40 mJ/h of thermal energy through metabolic activity. Use that fact to solve the following problems.
(a)
A college student who weighs 128 pounds put off a major assignment until the day before it was due and worked for eight hours to complete it. If she is modeled as a closed adiabatic system at constant pressure, her heat capacity and molecular weight are approximately the same as that of liquid water, and her temperature was normal when she began to work, what would her temperature have been by the time the assignment was finished?
(b)
Now model the student as an open system and assume that evaporation of perspiration (evaporative cooling) is the only mechanism for heat loss. How much weight would she have lost through evaporation if she maintained a constant body temperature?
(c)
Are either of the models in Parts a and b reasonable? Explain. What is the most likely explanation of what happened to the metabolic energy produced in her body?

Regarding human reproductive physiology (select the MOST CORRECT statement):

Please Answer These: Book is Human Resource Management | 16th Edition by Sean Valentine/Patricia Meglich/Robert L. Mathis/John H. Jackson

1. _____ Companies rarely see benefits as an effective retention tool because employees generally have very little understanding of the benefits provided by their employers. a) True or b) False

2._____ Legally required benefits make up more than half of the total cost of benefits. a) True or b) False

3. _____ The benefits offered to employees, can be positively seen as? a) A non-financial intangible program. b) A federally mandated instrument. c) A means of competitive advantage. d) A financial tangible program.

4.____The following is a legally-required benefit? a) Health Insurance. b) Unemployment Insurance. c) Pension Plans. d) Tuition Reimbursement

5._____Firms are required to pay an unemployment percentage that is based on: a) Type of industry. b) Number of employees. c) Payroll cost. d) Experience rates

6._____Sandra is an HR assistant. Sandra participates in her company’s pension plan. After having worked for eight years, Sandra has been vested by her company. This indicates that: a) When Sandra retires, she will receive the amounts contributed by the company and herself. b) Sandra can now transfer her pension balances to a new employer’s plan if she moves to a new company. c) Sandra will receive the funds her firm contributed to the pension plan only if she is a member of the firm while retiring. d) None of the above

7._____ The following is a voluntary benefit that employers provide in addition to legally required benefits? a) Medicaid insurance. b) Workers’ compensation. c) Education assistance. d) Social security

8.______Maggie who has a pre-existing medical condition quit her job at ABC Company and went to work for XYZ Company. According to the following, Maggie can switch her health insurance plan from her former employer to her new employer? a) Consolidated Omnibus Budget Reconciliation Act – COBRA. b) Family Medical Leave Act - FMLA . c) Health Insurance Portability and Accountability Act – HIPAA. d) Patient Protection and Affordable Care Act – PPACA

9.______The following typically consists of approaches that monitor and reduce medical costs through restrictions and market system alternatives. a) Utilization review. b) Managed care. c) HMO. d) PPO

10.____ Benefits approach adopted as part of total rewards depends on many factors include all of the following EXCEPT a) Employee competition. b) Size of the organization. c) Workforce competition. d) Organizational life cycle

11._____Only employees who have worked at least 12 months and 1,250 hours in the previous year are eligible for leave under the FMLA. a) True or b) False

12. _____ Violations of the Employee Retirement Income Security Act (ERISA) can lead to disqualification of a pension plan. a) True or b) False

SUBJECT: HUMAN RESOURCE MANAGMENT//Complete Exercise #2 - page 430 of strategic compensation. Three firms are described briefly below. For each firm, identify the role (if any) that you believe indirect pay should play in the compensation system, and the specific benefits that it would make the most sense to offer. Explain why. a. A company offers lawn maintenance and yard cleanup services in the summer and snow removal services in the winter. It employs about 600 people at peak season (in summer) and has branches in major cities across the Prairies. b. A retail clothing chain offers personalized service and caters to upscale customers. It is located in major cities across Canada and employ's approximately 600 sales staff. c. A computer software firm develops customized software for various specialized applications for individual clients. Located near Ottawa, it employs about 1000 people.

16. How do small businesses handle human resource management issues?

A. Small businesses are exempt from employment laws and do not need to concern themselves about human resource management issues.

B. All HR activities are outsourced.

C. Line managers in the company usually handle HR activities.

D. They let their HR department deal with those issues

E. Their HR departments deal with all issues that are not outsourced.

17. Which of the following would NOT be a factor as to whether the EEOC will pursue litigation?

A. The type of charge

B. Compliance evaluations and complaint investigations of federal contractors and subcontractors

C. The amount of money involved in the charge

D. The number of people affected by the alleged practice

E. Other charges against the employer

18. Which of the following BEST ties sustainability to each aspect of the organization and encourages employee support for the sustainability goal?

A. Cutting carbon emissions from production facilities

B. Pursuing the goals of alternative energy vehicles, even if it is at a financial loss

C. Using a plastic made from plants instead of oil

D. Attaching bonuses and rewards to meeting sustainability goals

E. Informing institutional investors of sustainability plans

19. Evaluating an employee compared to other employees instead of performance standards can most directly result in what kind of error?

A. Halo effect

B. Leniency error

C. Contrast error

D. Strictness error

E. Similar-to-me effect

20. Companies that aligned talent management programs with their business strategy produced a return on investment (ROI) that was approximately ________ percent higher over a five-year period than companies without such an orientation.

A. 20

B. 10

C. 437

D. 38

E. 6

SUBJECT-HUMAN RESOURCE MSMT//BUSINESS FOUNDATION

1. What is the marketing process, and how do businesses use it? Why is it important? Also, explain in your own words how market research works.
2. What are the 4 “P”s, and how do they fit in with the marketing process? Describe a marketing campaign that has caused you to purchase a product.
3. Explain the steps in the accounting cycle. Name and define the three essential financial statements accountants create for businesses. Is this information of interest to the company only? If not, who else would use that info?
4. What is the financial planning process? How important is financial management to running a successful business? In your opinion, are there similarities to an individual’s financial management and that of a company? Explain why or why not.

Create a T-Format Cover Letter for a Human Resources/Business Administration Specialist. Please make sure all of the following points are included and addressed/answered appropriately.

- Locate a job position relevant to HR/Business Admin. that you would be interested in applying to once you graduated from college.

- Identify the specific 'big' categories of education, experiences and skills the job requires or are listed as 'preferred'.

- Identify things you have done that relates to these areas/categories. Or, experiences/skills you will have by the time you apply for this kind of job.

- Make sure you include where the job posting was accessed/found and what the name is of the job posting.

- FORMAT - Outline:

- You will have an opening sentence or two

- Then the "T" format where you have experiences/skills desired on one side, and an example of how you have related experience on the opposite side.

- You will have a closing paragraph

- Signature