Responses here are really surprising to me. Should a Google hiring committee consider your search history, too?
What's lacking from this conversation is any definition of what behavior we're actually talking about, and the conclusions (understandably) vary wildly. This is a similar dilemma to what a hiring committee would face when reviewing a second-hand narrative from a contractor about a candidate.
I don't think a company interested in having a healthy culture should spy or eavesdrop on people.
>Should a Google hiring committee consider your search history, too?
You may be conducting reducto ad absurdum here, but this is unironically one of the biggest shifts of the Overton window from millenial to Gen Z. It may not be your search history, but they sure can check your Twitter/Facebook/etc. going back years to weed you out. It was kind of awkward for my demographic of late millenials, but gen z candidates entering the workforce may very well have their entire life online to see.
It's honestly a bit chilling, but I think the lines have been set in the sand here.
What's lacking from this conversation is any definition of what behavior we're actually talking about, and the conclusions (understandably) vary wildly. This is a similar dilemma to what a hiring committee would face when reviewing a second-hand narrative from a contractor about a candidate.
I don't think a company interested in having a healthy culture should spy or eavesdrop on people.