Employers increasingly use social media to screen candidates, which can help evaluate fit but also risks privacy and bias issues. While not censorship, judgments based on public Facebook content are still consequential for applicants. Legally challenging employer use of social media is difficult due to the challenges of proving discriminatory intent and enforcing restrictions on future behavior.

1. Corporate America's Use of Facebook and Hiring Decisions Denis Gelrud, Chris Sokolis, Brock Carter, Clark Beyer, Sam Wertz

2. Positive or Negative Positive Could help you get hired Tune your Facebook like a Resume Better idea of identity and if you fit into the company culture Negative Invasion of Privacy Judgment Based on Incorrect Factors Overstepping the Bounds of the Law

3. Freedom of Speech Not a Violation of Freedom of Speech The Companies are not censoring the potential employees. Speech is said Judgment is made based on that speech No prevention, only consequences. Same as real life.

4. Court Discrimination Basing decisions on your friends Invasion of Privacy Breach of Contract Background checks do not extend into Facebook

5. Challenge this Behavior Hard to Prove Difficult to find intentions of the employers. Based their decision on Facebook or regular qualifications? Hard to Enforce Even if proven, difficult to stop repeat behavior afterward