Covering your cyber-tracks …

A lot is being written about potential employers using prospective employees’ internet footprints as part of their assessment process before recruiting. Strikes me as a very sensible idea although prospective employees seem somewhat up in arms.  Why?

Presumably, your internet footprint is a good reflection of who you are as a person – are you ashamed of who you are … should you pretend you are something you’re not to anyone – even a potential employer? Strikes me as a short term fix which will lead to long term misery. Relationships of any description (personal or employer/employee) are most successful when entered into with eyes wide open … not half shut. If you don’t like what you see in the mirror, covering half of it up with a blanket isn’t the answer …

Without wishing to get all existential – Gloria Gaynor hit the nail on the head:
I am what I am
And what I am needs no excuses
‘ 🙂



  1. Good thought.
    Of course, potential employees vet employers for how they react.

    WOuld you want to work at at a firm say Dresdner Kleinwort that bans its people from using Facebook?[]

  2. Personally, I wouldn’t. Banning access to something like Facebook says several things to me: as an organisation, we are not far-sighted enough to see the significant benefits of this kind of technology; we are risk averse; and we don’t trust our employees.

    Thankfully, at BT we do have access – in fact we have just finished a review to liberalise web access to open up more of the web to our employees so they can fully paticipate in the ‘conversation’.


  3. … I meant to say that it is better to ‘manage’ access to this technology through effective policies rather than ‘control’ it through blanket bans …

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