Refusing to hire people because of private behavior unrelated to work is not only unfair, but hurts the employer. In a competitive economy, companies need to hire the most qualified applicants. When HR professionals reject the top candidate because they disapprove of the person's private life, the employer loses, too.
由于和工作无关的私人行为而拒绝雇人的行为不仅不公平,而且对雇主也没有好处。在一个竞争激烈的经济环境中,公司需要雇佣最有资质的申请人。招聘人员因为不喜欢其私人生活而拒绝优秀申请人的时候,雇主也有损失。
There's more subtle damage as well. HR professionals are already hard pressed to investigate applicants thoroughly. Often there isn't enough time to speak with every prior employer, or to verify the applicant's academic record. Taking time away from these crucial activities to go on Internet fishing expeditions diminishes the quality of the hiring process.
此外还有更难以察觉的损害。招聘人员已经承受着要彻底调查申请人的压力,通常他们并没有足够的时间和每个前雇主沟通或者验证申请人的学习成绩。从这些关键的调查中抽出时间去网上做摸底调查会有损于招聘流程的质量。
Internet searches also put employers at risk of liability. An employer who learns that an applicant is gay, Moslem, disabled, or over 40 years old, and then hires someone else may face discrimination charges. Once the employer has such information, it may be difficult to prove that it wasn't used in making the hiring decision. Even if the employer ultimately prevails, valuable time and money are lost. It's much safer not to acquire the information.
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