There’s buzz about the next generation being the “Google Generation” but the current workforce is just as involved in social media.

Employees regularly check their Facebook during work hours and connect with co-workers during off-hours.Job seekers are more likely to be found perusing Twitter than traditional web listings, just as recruiters are scouring LinkedIn profiles for candidates. Organizations have to worry about what’s said on social media by employees and former employees.

No matter your interest, whether it be as an employee, job seeker, former employee, or organization, all are facing the same question about their cyber social lives –

What are the boundaries?

First, it’s important to define the contextual frame around who’s using social networking. Here are 7 main viewpoints:

1. The Candidate
2. The Recruiter
3. The Bad Boss
4. The Employee
5. The Law Maker
6. The Policy Writer
7. The Mediator

Second, it’s important to have a workplace policy to reference that takes into account the above 7 views. Creating a policy that both protects the organization and the employee’s First Amendment and Privacy rights can be tricky.

For more info on including social media in workplace policies, check out the Fact Sheet from the National Labor Relations Board.

Finally, the rapid growth of social media means the workplace policy might lag behind technology, so it’s important for all parties involved to have an open dialogue about what’s ok and what’s not ok.