As I write this, Burger King’s Twitter Account (@burgerking) has been hacked by Anonymous and turned into a McDonald’s account with the parody storyline that BK has been acquired by McDonald’s. It’s still posting updates (including photos of drug use and links to rap videos on YouTube) unabated.
What’s particularly amazing about this situation is that it’s now almost an hour into the hack and no one has taken action (neither Twitter, nor Burger King), though that may attest to the resourcefulness of LulzSec – the security wing of the unofficial hacker collaborative Anonymous.
After careful observation the six-second videos uploaded to Twitter Vine (courtesy of VinePeek.com which aggregates a live, unmoderated feed of everything into one stream) for several hours straight, my content analysis is as follows:
It’s not a revelation to observe that public relations people often have an adversarial relationship with the legal department of any large organization. By nature, the two fields are set in opposition: public relations pushing to disclose, and legal pushing to conceal.
Too often, unfortunately, the legal department wins out when disputes arise as the legal profession tends to be respected as far more credible than PR. That doesn’t mean legal is right all (or even most) of the time.
Recently a local paper featured a live chat with an employment law professional and a staffer of a state legislator who proposed barring employers from accessing employee social networking profile data. As is the case with most ham-fisted attempts by lawyers/legislators to insert themselves into the social media landscape, both the law (House Bill 5523: Social Network Account Privacy Act) and the legal advice for employers are wrong.
While part of House Bill 5523 is reasonable (protecting userid/password information from employers) – it’s superfluous political posturing because the act of an employer demanding access to an employee’s Facebook account is already illegal: it’s identity theft (and it’s also prohibited by Facebook’s policies).
What I disagreed with most was the legal advice for employers, which was essentially to avoid using the Internet and social media to search for information on prospective employees. The rationale given for this was the possibility that one could uncover information about a prospect (such as a pending pregnancy, age or disability) that one would have to prove they didn’t use this information in a decision not to hire.
There are two problems with that advice:
1) Not hiring someone due to pregnancy, age, or a medical condition happens regardless of the use of social media to find that information out. When you interview someone in person, those things become readily-apparent whether or not you used social media to weed people out.
Abstaining from social media searches wouldn’t insulate anyone from allegations of bias.
2) There’s actually a very good case to be made that investigating employees via social media actually PROTECTS employers from allegations of discriminatory hiring. For starters, it allows an employer to get a sense of someone’s fluency with technology (essential in the workplace today).
Depending how active people are online, it can also provide insight into their critical thinking process, how active they are in the community, and what their communication skills are … all things that are perfectly reasonable to use in not hiring someone.
If you need an excuse not to interview or hire someone, odds are the Internet can provide ample legal justification.
Sometimes considering an alternate perspective to the legal one provides valuable insight. I wish more corporate leadership would try it.
I was fortunate to work with a great team of people who helped Family Promise of Grand Rapids win Toyota’s “100 Cars for Good” competition this year (a full case study is available here). Yesterday, the organization took receipt of the car which was another great public relations opportunity from the competition (which has given the organization a great platform to reach more members of the community).
West Michigan charity takes delivery of Toyota truck it won through Facebook contest
By Jim Harger | Grand Rapids Press | on October 26, 2012 at 11:49 AM
GRAND RAPIDS, MI – Family Promise of Grand Rapids took delivery of its new Toyota Tundra pickup this week thanks to its success in Toyota’s 100 Cars for Good competition earlier this year. (More)
Loathe as I am to do it, I’m going to jump on the dogpile over University of Iowa student Cathryn Sloane’s misguided (and fact-bereft) post “Why Every Social Media Manager Should be Under 25.”
In it, Sloane argues that growing up with the nascent technologies lends young people a preternatural understanding of them that older people cannot grasp (as they are moored in old ways of thinking that cannot give transcendent insight). As someone who just edged out of the 25-34 age group, the essay stung a bit.
It’s down on all fours with arguing that growing up with the Blu-ray video format means Hollywood should only hire directors under 25.
I’ll readily concede that age can sometimes hinder people from grasping new ways to use new technologies. However, the idea that young people have a monopoly on creativity or tech-savvy is completely disputed by the facts.
Earlier today, Sam Laird of Mashable wrote an article asking “Does Every Employee Need Social Media Training?”
Absolutely. All employees are brand ambassadors whether they want to be or not. There’s no way to stop information from flowing in or out of an organization. Social media policies are, by their very nature, reactive so by the time they come into play the damage is already done.
The only way to get ahead of (and hopefully avoid) the negative consequences of a radically-transparent world is to make sure employees are aware of the dynamics of the new world we live in where Internet connectivity is ubiquitous and everyone has a multimedia studio in their phone.
Focusing myopically on the negative possibilities in social media is like focusing only on the villains in comic books. They’re only part of the equation (and often easily vanquished).
The flip side of the worry over employees and social media is that most organizations are missing out on POSITIVE opportunities (which are far more numerous than the negatives). Properly-focused and empowered, employees can wield the power of social media for an organization’s benefit (improving workflow, engaging customers, and sharing the stories that build a brand).
You don’t have to reinvent the wheel: there are loads of infographics, charts, checklists, fliers, videos and other resources a simple Google search away and the training can be as simple as an informal jam session that starts with you asking what employees’ questions are and building the conversation from there.
A sad note that marred an otherwise unseasonably-warm and dry week in Grand Rapids was the death of a blogger’s dog after a careless right turn by a man driving a truck who then left the scene (even though he later admitted to being aware that the distraught owner was trying to flag him down; I also refuse to believe he didn’t know he’d hit something).
The dog’s owner wrote a moving essay about the experience that has touched all of us. He also provided an example of forgiveness and compassion that I’ll think long and hard about for the rest of my life.
There were witnesses to the tragic accident and the reaction of the driver of the truck. As is increasingly the case, those witnesses had access to smartphones and tweeted what they had witnessed. One witness, who I’m proud to call a friend, took action and captured information about the truck and its driver. The truck was a work vehicle, so it was emblazoned with the name of the business – and the witness also managed to get (and tweet) the license plate. Read more…
"...and you shall have no pie."As my parents tell it, when I was an infant my first word wasn't a word - it was an entire sentence. Very little has changed.
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