Here's a question about an issue that is becoming increasingly relevant:
By using social networking sites—such as Twitter, Facebook and LinkedIn—to search for and recruit employees, are employers discriminating against groups that are less likely to use those services?
Some companies have applied traditional methods to the problem of social media at work: the soft approach attempts to monitor and regulate via policies; and the hard approach simply slams the door on employee access and use with a heavy hand. Neither of these works particularly well. The former will almost certainly lead to employee confusion and efforts—either intentional or not—to circumvent the policy, and the latter will likely result in discontented employees finding other ways to work around the blockade. In addition, both are difficult, if not impossible, to enforce fully; and attempts to bypass or evade controls could even lead to damage of physical or virtual IT resources.
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