• FOUR (4) $5000 scholarships will be awarded to 4 Business School undergraduate students for Fall 2017 term
• Students must have 3.0 overall GPA and need to have completed at least 30 credits by the beginning of the Fall 2017 term. Transfer students need to have completed at least 30 credits by the beginning of the Fall 2017 term of which a minimum of 9 credits must be from RMU.
XYZ University’s Vice President for Development (the fund raising arm of the school) is looking to hire an Assistant Director for Alumni Relations. The position is being created to target new and recent alumni with whom connections are often harder to maintain through traditional methods. The Vice President has asked Human Resources to screen applicants and provide her with a list of 25-30 candidates and a coversheet summary for each. She is very interested in knowing as much as possible about these applicants as the new hire will be a very visible front person for the Development Office in communicating with and programming for this millennial alumni target group. In order to be as thorough as possible in finding the best candidates, the Vice President has suggested using social media as a reasonable tool for doing background research on the candidates and identifying potential “red flags”.
The Human Resources Director has assigned you, the Assistant Human Resources Director, the task of screening the applicant pool of about 200 with the following basic instructions:
• Adhere to SHRM Code of Ethics Society for Human Resource Management Code of Ethics (https://www.shrm.org/about-shrm/Pages/code-of-ethics.aspx)• Use all available tools to screen the applicant pool. For example, you can use the CIPD Guide to Pre-Employment checks (https://www.cipd.co.uk/knowledge/fundamentals/emp-law/recruitment/pre-employment-checks-guide)• Prepare a cover sheet for each applicant that is to be submitted to the Development Vice President
From these instructions, it seems clear to you in your role, as the Assistant Human Resources Director, that scrutinizing the social media footprint of the candidates is expected. The Human Resources department has no formal policy or guidelines for how this type of background research should be done. There is nothing in the job announcement that indicates whether a social media background check will be conducted.
Your answers to the following questions should provide a clear reflection of your view about the appropriateness of using social media as a screening device in the hiring process.1. What are the ethical considerations that come into play when social media is used in the hiring process?2. How aggressively should you, as the Assistant Director of Human Resources be in using social media to investigate candidates? Identify what social media site(s) are appropriate to use in screening and what social media site(s) are completely off limits? Why?3. What criteria should be used to determine what constitutes a social media “red flag”?4. What legal constraints might shape the investigation strategy?5. What guidelines should be developed to address this type of prospective employee screening?
• Format: Double‑spaced, Times New Roman 12 pt. font, 1" margins, minimum of 4 pages and a maximum of 8 pages.
• Address each of the questions asked as part of this case analysis.
• Your case analysis should incorporate a variety of resources including outside resources, full citations, references and appendices as needed. Additionally, you may incorporate your own academic and/or work experiences. You must cite all sources used in your submission, if not you are in violation of the Robert Morris University Academic Integrity Policy. Wikipedia will not be accepted as a reference source, neither will Blog sites. Refer to the OWL website available via Purdue University (http://owl.english.purdue.edu/) for information on proper citation format.
• This case analysis is an individual assignment. As a Robert Morris University student, you are subject to the Robert Morris University Academic Integrity Policy (www.rmu.edu/academicintegrity). As a scholarship applicant, you are required to sign an affidavit ensuring that your submission represents your individual work. This statement is provided on the application.
1. Understanding of the Issues and its Implications2. Originality in Approach3. Coherent Line of Argument4. Clarity and Effectiveness of Style5. Research and Bibliography6. Adherence to Format and Length Rules (Double‑spaced, Times New Roman 12 pt. font, 1" margins, minimum of 4 pages and a maximum of 8 pages)
Save your case with your name and 2017 Integrity First case submission as the file name.
Call or email Dr. Daria Crawley, SBUS Ethics Committee Chairperson if you have any questions: 412-397-6379 (office) or firstname.lastname@example.org.