1. What potential problems do you foresee with Ryders approach to hiring 2. Is it reasonable to use information from previous personal interactions during screening? Why or why not? 3. Should male candidates automatically be rejected from the server position? Why or why not? 4. Are assessments of candidate attractiveness relevant? Discuss 5. What would you do if you were in Jessicas Place? How would you approach the conversation with Ryder about the screening process? How might you bring the scoring criteria into the conversation? 6. Would you use the information that Ryder has found on social media to supplement the applications, or just ignore it? Justify your decision