talent. Some 29% of students surveyed said they would decline a job offer from a company that did not allow them to access social media during working hours. And of those students who wouldaccept such a job, only 30% said they would abide by the stated policies. Access to social media and technology freedom of choice will become make-orbreak benefits for younger workers consideringwhere to start their careers. HR organisations need to account for these factors in corporate culture and policy to retain a competitive edge. Enterprises should define a realistic compromisebetween the desires of employees to share and the business requirements of maintaining IT security, data, privacy and asset protection. Such a compromise involves granting access to social media and other collaboration technologies while using technology controls to deflect threats
such as malware or phishing messages. In most cases, the security settings in social networks are controlled by users, not by IT. To compensate for this lack of control, additional security measures can be implemented – for instance, an intrusion prevention system to protect against network threats, and reputation filtering to detect suspicious activity and content. Technology controls should be paired with user training that clarifies the enterprise’s expectations for appropriate
behaviour and practices while accessing social media on company devices or via company networks. As discussed earlier,