{"id":3080,"date":"2016-08-10T11:39:52","date_gmt":"2016-08-10T11:39:52","guid":{"rendered":"http:\/\/dataethics.eu\/?p=3080"},"modified":"2016-08-10T11:39:52","modified_gmt":"2016-08-10T11:39:52","slug":"virksomheder-ved-snart-jobsoegere-helt-diskret-uden-nogen-behoever-opdage","status":"publish","type":"post","link":"https:\/\/dataethics.eu\/da\/virksomheder-ved-snart-jobsoegere-helt-diskret-uden-nogen-behoever-opdage\/","title":{"rendered":"Virksomheder har snart adgang til komplette profiler af jobs\u00f8gere"},"content":{"rendered":"

Blog. Vi er med raske skridt p\u00e5 vej til en fremtid, hvor virksomheder kan f\u00e5 adgang til komplette personprofiler p\u00e5 jobs\u00f8gere. Helt diskret uden at nogen ved det eller beh\u00f8ver at opdage det. Sociale medier er et effektivt v\u00e6rkt\u00f8j.
\n<\/strong><\/p>\n

Den faglige organisation Dj\u00f8f har i en unders\u00f8gelse spurgt 1500 medlemmer, hvad de blev spurgt om til deres jobsamtaler. 11,5 % har svaret, at de direkte eller indirekte blev spurgt om seksuel orientering, familieforhold, politisk st\u00e5sted eller religion. Juridisk set m\u00e5 virksomheden gerne sp\u00f8rge, men ikke l\u00e6gge v\u00e6gt p\u00e5 disse personlige forhold. D\u00e9r, hvor der er faldet dom og udstedt b\u00f8der, har det dog netop v\u00e6ret p\u00e5 baggrund af virksomhedens sp\u00f8rgsm\u00e5l.<\/p>\n

Arbejdsgiverne anbefales da ogs\u00e5, at de skal ‘skal holde sig til at tale om kvalifikationer og stillingens indhold for at undg\u00e5 misforst\u00e5elser’, mens jobs\u00f8gere r\u00e5des til, at de skal afvise at svare, lyve eller finde job et andet sted.<\/p>\n

Disse r\u00e5d gav god mening for f\u00e5 \u00e5r tilbage, men med den stigende transparens vil det n\u00e6ppe v\u00e6re til fordel for en jobs\u00f8ger at fortie eller lyve om noget, som virksomheden ved i forvejen.<\/p>\n

Vi er nemlig med raske skridt p\u00e5 vej til en fremtid, hvor virksomheder kan f\u00e5 adgang til komplette personprofiler p\u00e5 jobs\u00f8gere. Helt diskret uden at nogen ved det eller beh\u00f8ver at opdage det.<\/p>\n

Personlige informationer som de n\u00e6vnte kan nemlig estimeres forholdsvis pr\u00e6cist p\u00e5 baggrund af data fra sociale medier, hvor s\u00e6rligt Facebook er en gavmild kilde.<\/p>\n

Siden 2009 har psykologer researchet og konklusionen er entydigt, at data opsamlet fra sociale medier med meget h\u00f8j sandsynlighed kan forudsige en persons k\u00f8n, etnicitet, religion, seksualitet, \u00e6gteskabelige forhold, psykiske stabilitet og personlighed.<\/p>\n

Data og algoritmer giver dig i dag adgang til at h\u00f8ste viden om andre, ogs\u00e5 p\u00e5 det personlige plan, og det er kun et sp\u00f8rgsm\u00e5l om tid, f\u00f8r alle kan f\u00e5 adgang til information om ‘alle andre’, for i takt med at der kommer mere data om den enkelte, bliver algoritmerne mere pr\u00e6cise i deres kortl\u00e6gning og forudsigelser samtidig med, at de bliver tilg\u00e6ngelige via apps og web.<\/p>\n

Ikke lov men etik styrer<\/strong><\/p>\n

I den digitale verden er det ikke lovgivningen, men den enkelte virksomheds etik, der styrer, hvad og hvor meget man vil vide om jobs\u00f8gere og hvordan man vil bruge denne viden.<\/p>\n

I forhold til den omtalte unders\u00f8gelse er det v\u00e6rd at minde om, at n\u00e5r en jobs\u00f8ger bliver kaldt til samtale har\u00a0virksomheden vurderet, at vedkommende er<\/em> kvalificeret og jobsamtalens form\u00e5l er at afd\u00e6kke \u00a0 kandidatens trov\u00e6rdighed, motivation og ‘cultural fit’.<\/p>\n

Jobsamtalen blev i gamle dage brugt til at f\u00e5 information om jobs\u00f8geren fra jobs\u00f8geren. Og s\u00e5 var tiden g\u00e5et. I dag kan jobsamtalen bruges til at afklare tvivlssp\u00f8rgsm\u00e5l – og det kan lige s\u00e5 vel komme jobs\u00f8geren til gode som det modsatte.<\/p>\n

Man kan i hvert fald overveje, hvad der er bedst for den enkelte jobs\u00f8ger; At blive fravalgt p\u00e5 forh\u00e5nd p\u00e5 grund af mistanke om en mulig graviditet eller at blive kaldt til samtale og f\u00e5 mulighed for at fort\u00e6lle, at man godt kan v\u00e6re gravid og topmotiveret samtidig.<\/span><\/p>\n

 <\/p>\n

\"PersonligeInformationerFacebook\"<\/a>
Prediction accuracy of classification for dichotomous\/dichotomized attributes (pnas.org)<\/figcaption><\/figure>\n
\"PredictionPeopleFacebook\"<\/a>
Prediction accuracy of regression for numeric attributes and traits. The transparent bars indicate the questionnaire\u2019s baseline accuracy, expressed in terms of test\u2013retest reliability. (pna.org)<\/figcaption><\/figure>\n

 <\/p>\n

\n

Kilder:<\/p>\n

Virksomhed id\u00f8mt b\u00f8de i sag om gravid jobans\u00f8ger;\u00a0<\/span>En virksomhed skal betale 25.000 kroner i godtg\u00f8relse, fordi den spurgte nye medarbejdere om graviditet.<\/span><\/a>\u00a0(pol.dk)<\/p>\n

Cheferne stiller for n\u00e6rg\u00e5ende sp\u00f8rgsm\u00e5l til jobsamtalen<\/a>\u00a0(business.dk)<\/span>
\n<\/span><\/p>\n

S\u00e5dan skal du reagere, n\u00e5r chefen stiller n\u00e6rg\u00e5ende sp\u00f8rgsm\u00e5l til jobsamtalen<\/a>\u00a0(Eurowoman)<\/p>\n

Hvor g\u00e5r gr\u00e6nsen til jobsamtalen? \u00a0<\/span>Skal du snart have b\u00f8rn? Hvordan er dit private netv\u00e6rk? Hvor f\u00e5r du passet dine b\u00f8rn, n\u00e5r de er syge?\u00a0<\/span><\/a>\u00a0(Dj\u00f8fbladet)<\/p>\n

Private traits and attributes are predictable from digital records of human behavior<\/a>\u00a0(pnas.org)<\/span><\/p>\n

This Company Has Built a Profile on Every American Adult; Every move you make. Every click you take. Every game you play. Every place you stay. They\u2019ll be watching you.<\/a>\u00a0(blomberg.com)<\/span><\/p>\n

 <\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

Blog. 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