As of 2011, it was estimated that as many as 65% of potential employers were checking the social media profiles of potential candidates.
When it comes to reinforcing the brand of a company, social media is becoming the go-to place for marketing teams and human resource departments. When an issue arises with the image of a company due to a customer complaint or other reason, the HR department can take to social media to reinforce the brand of the company and make sure the outcry does not get out of control and turn into a viral frenzy.
Social media and the Internet in general are now an inescapable part of human resources management. Employers have no choice but to adapt to this new reality.
The development of anti-bullying and harassment policies will involve some expense and administrative burden for employers. Adding to existing policies will help employers minimize such costs while ensuring compliance with the WorkSafe requirements. An assessment of existing workplace policies that relate to bullying and harassment should be the starting point for employers who want to ensure their current workplace policies and practices comply with the WorkSafe requirements.
WorkSafeBC defines workplace bullying and harassment as “any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably should have known would cause that worker to be humiliated or intimidated.” In British Columbia there are protections against workplace bullying and harassment. It is important that every worker, manager, and supervisor is aware of the law and policies on workplace bullying and harassment.