new report has revealed that many employers already monitor their
workers' Facebook, Twitter and other social media pages and the practice
is set to increase.
A new report by data analysts Gartner has claimed that by the year 2015,
60 percent of employers will monitor social media pages of their
The 'Big Brother' monitoring will be driven by security worries about
employees leaking information or talking negatively about their
"The growth in monitoring employee behavior in digital environments is
increasingly enabled by new technology and services," the Daily Mail
quoted Andrew Walls, research vice president of Gartner, as saying.
"Surveillance of individuals, however, can both mitigate and create
risk, which must be managed carefully to comply with ethical and legal
standards," Walls said,
Most employers will use their monitoring to prevent security breaches -
but simply having the technology at their disposal will be a huge
temptation to managers who want to know more about their staff.
"The development of effective security intelligence and control depends
on the ability to capture and analyse user actions that take place
inside and outside the enterprise IT environment," he said.
Walls predicts that the practice, which is increasingly common in
America, of asking for Facebook passwords as part of job interviews,
will fade out of fashion.
Earlier this year, Facebook said it has "seen a distressing increase in
reports of employers or others seeking to gain inappropriate access to
people's Facebook profiles or private information."
Debate over the legality of employers forcing job applicants to hand
over their passwords has raged on since the rise of social networking.
It has become common for managers to review publicly available Facebook
profiles, Twitter accounts and other sites to learn more about job
But many users, especially on Facebook, have their profiles set to
private, making them available only to selected people or certain
Companies that don't ask for passwords have taken other steps - such as
asking applicants to friend human resource managers or to log in to a
company computer during an interview.
Once employed, some workers have been required to sign non-disparagement
agreements that ban them from talking negatively about an employer on