Is it wise for managers to evaluate a promising candidate's tweets or postings on social media sites as grounds for rejection before even interviewing him or her? What might be some ethical and legal issues for managers to consider? What is your take on this answer?

In today's generation, social media is a way of life. So when asked if it is wise for managers to evaluate a promising candidate's tweets or postings on social media sites as grounds for rejection before interviewing that person, I do not think it is very wise. Social media can let you know a lot about a person since most people discuss their daily life on facebook, twitter, etc... but it is not always right. One ethical/legal issue that you might face would be that you could be bias in picking a candidate because you saw a tweet containing racial slurs 10 years ago; meanwhile, the other candidate smokes every day but does not post it on social media and you have picked the wrong candidate because you were bias which contradicts the Civil Rights Act of 1964.Another ethical or legal issue would be that everyone does not have access to social media so one candidate might have mostly positive or encouraging posts which would be helping their cause while the other candidate who is just as qualified and just as capable as the other person but does not have access to social media because they're from another country and just recently moved here. Then a company starts to favor the one making the posts because of what they see on their social media, when the other person cannot even vouch for themselves. It is a a lot of things that can play into it, but in my opinion, you should not check social media pages before interviews.