Sentences with phrase «employee use of social networking»

Sam Conforti offers five technology predictions for 2009, including a business crackdown on employee use of social networking sites.

Not exact matches

• Employee Code of Conduct for Online Communications • Employee Code of Conduct for Company Representation in Online Communications • Employee Blogging Disclosure Policy • Employee Facebook Usage Policy • Employee Personal Blog Policy • Employee Personal Social Network Policy • Employee Personal Twitter Policy • Employee LinkedIn Policy • Corporate Blogging Policy • Corporate Blog Use Policy • Corporate Blog Post Approval Process • Corporate Blog Commenting Policy • Corporate Facebook Brand Page Usage Policy • Corporate Facebook Public Comment / Messaging Policy • Corporate Twitter Account Policy • Corporate YouTube Policy • Corporate YouTube Public Comment Policy • Company Password Policy «While it may seem frivolous to spell out policies for every social network, that's not quite the point,» FallsSocial Network Policy • Employee Personal Twitter Policy • Employee LinkedIn Policy • Corporate Blogging Policy • Corporate Blog Use Policy • Corporate Blog Post Approval Process • Corporate Blog Commenting Policy • Corporate Facebook Brand Page Usage Policy • Corporate Facebook Public Comment / Messaging Policy • Corporate Twitter Account Policy • Corporate YouTube Policy • Corporate YouTube Public Comment Policy • Company Password Policy «While it may seem frivolous to spell out policies for every social network, that's not quite the point,» FallNetwork Policy • Employee Personal Twitter Policy • Employee LinkedIn Policy • Corporate Blogging Policy • Corporate Blog Use Policy • Corporate Blog Post Approval Process • Corporate Blog Commenting Policy • Corporate Facebook Brand Page Usage Policy • Corporate Facebook Public Comment / Messaging Policy • Corporate Twitter Account Policy • Corporate YouTube Policy • Corporate YouTube Public Comment Policy • Company Password Policy «While it may seem frivolous to spell out policies for every social network, that's not quite the point,» Fallssocial network, that's not quite the point,» Fallnetwork, that's not quite the point,» Falls says.

Since 2014, the use of online competitions, activity tracking devices, social networks, mobile apps and mobile messaging to help engage employees have increased.

By hosting all compliant branded content on one easy to use platform, employees can — in one click — share these on brand messages to the social network of their choice.

politics (and new Obama campaign employee) Judith Freeman led an overview of how the nominee - to - be's campaign has used social networking tools of all kinds to bring in new supporters, organize locally and (most importantly) put volunteers to work on their own.

Some are bustling between meetings with a brief smile to share with employees like the warm Byrne, while others are what The Social Network would call «plugged in,» using headphones to distances themselves from the rest of the world.

Whether you choose to use informal methods such as social media networks or formal ways such as knowledge sharing tools and intranet, these tools can expedite knowledge sharing and save time of your employees.

You might think that with all of the problems social networking sites like Facebook can create in the workplace — ranging from lost productivity to potential legal liability for discrimination or harassment — employers should simply prevent employees from using these sites on the job.

If employers want to review social networking profiles to get a sense of what a potential employee is like, I say let them (so long as they don't use the information to unlawfully discriminate against protected groups).

«Mail, instant messaging, wikis, blogs, social networking, online news aggregators, social bookmarking and other hosted means of communication and knowledge management are being used more and more by professionals and business employees,» notes Coffield.

For instance, internet use could result in non-productive employees who use work computers to spend excessive amounts of working time on social networking sites.

The decision by Mr. Justice Teare empowers lawyers for broker TFS Derivatives to use the social networking site to track down former employee Fabio de Biase as part of a suit brought against the company by investment manager AKO Capital.

A fifth of employers use internet social networking websites, such as Friends Reunited and MySpace, to perform checks on potential employees, according to financial services recruiter Joslin Rowe.

Some employees expressed frustration that the issue of data sharing was being re-litigated in the media and conflated with recent allegations of the Kremlin using the social network to spread propaganda.

A survey conducted this year disclosed on CareerBuilder.com's blog Hiring Site, that about 52 percent of employers use social networking sites to browse and screen potential employees, up from 39 percent in 2013.

With the vast resources of personal data so readily available through social networking sites, it is very tempting for recruiters, HR managers and even yourself, to use these methods to screen prospective employees or to just find out information about an old friend.

Social networking is used by 82 % of the organizations surveyed to recruit managers and other salaried employees (87 %) and hourly employees (55 %).

It's a proven fact, that more than half of employers today will use some form of social media to network and screen potential employees before offering them a position with their company.

Managers are now using google and social networks as a form of employee background check.

38 % of US companies use social networking to source employees, and 32 % use recruiters.

According to CareerBuilder's annual social media recruitment survey, 60 percent of employers use social networking sites to research job candidates, and 59 percent of hiring managers use search engines to learn about prospective employees.

The trends include: Number 1: Controversy over Whether Employers Using Credit Reports for Employment Screening is Discriminatory Increases Number 2: Questions about Criminal Records of Job Applicants Become More Difficult for Employers to Ask Number 3: Employers Discover Fast and Cheap Online Background Checks Using Criminal Databases Not Always Accurate or Legal Number 4: Background Checks of Temporary Workers Cause for Concern for Employers as Hiring Increases Number 5: International Background Screening More Necessary Due to Mobility of Workers in Global Economy Number 6: Using Social Network Sites Such as Facebook to Screen Job Candidates Increases Legal Risk for Employers Number 7: More Workplace Violence Prevention Education Helps Protect Employers and Employees Number 8: Increased Privacy Concerns Over Offshoring of Personally Identifiable Information (PII) Number 9: E-Verify and I - 9 Audits Help Government Find Employers with Illegal Workers Number 10: New Accreditation Standards Help Employers Select Background Screening Firms

A recent Angus Reid study of Canadian small and medium - sized business owners, including real estate agents, revealed that more than 70 per cent say it's okay for employees to use business laptops or netbooks for non-work related activities, such as personal email and social networking.