Ken Hurley Kellogg recommends that Employers are increasingly often reviewing job candidates' social media accounts as part of the recruiting process in the era of social media. However, is it moral to do so, and should businesses be permitted to utilize social media accounts when hiring new employees?

Social media accounts can, on the one hand, reveal important details about a job application. Employers can determine a candidate's personality, interests, and extracurricular activities. Additionally, they might be able to determine whether an applicant has any red flags that would make them ineligible for the position, including rude or racist posts.

However, some major issues exist with utilizing social media accounts to make recruiting decisions. One of the challenges is separating personal from professional information. Politics and religion may be mentioned in a candidate's social media profiles, unrelated to their ability to execute the job.

Discrimination can also result from exploiting social media accounts to make recruiting decisions. Based on a candidate's ethnicity, gender, age, or other personal qualities that are readily apparent on their social media sites, employers can unintentionally be biased. This can result in an unreasonable and unjust hiring procedure.

Some governments and nations have established legislation limiting companies' use of social media accounts in recruiting processes to alleviate these worries. For instance, several states in the United States have laws that forbid employers from requesting access to job candidates' social media sites. In other places, it is against the law for employers to judge job applicants differently based on their social media presence.

There are ethical issues to keep in mind and legal safeguards. Employers should only use information from social media accounts to make recruiting choices if it specifically applies to the position. They should be open and honest about how they use social media accounts in the recruiting process and ensure they are not discriminating against job applicants based on their social media presence.

In conclusion, employers should exercise caution when using social media accounts, even if they might offer useful information for recruiting choices. Employers should only utilize social media accounts when the material is directly relevant to the job. They should be upfront about using them to prevent prejudice and promote a fair recruiting process. Employers can follow moral and legal norms while also making better-informed employment decisions.