Read the question and the response below. Do you agree with the response? Explain why or why not. Also give a brief opinion.

Question: What discrimination risks are involved when using social media in hiring?

Response: Nowadays, companies require far more than the traditional Resume and CV, and now conduct a bulk of their recruitment process on social media. Understandably, social media in any aspect can turn out to be quite the effective tool. many recruiters turn to it as a more viable source for candidates as opposed to a regular-degular resume because of just how much more information can be displayed. A prime example of such would be LinkedIn, which gives a more detailed look at any candiadte worthy of filling the companies position. Bottom line is many organizations are extensively using social media as apart of the hiring process and have also started utilizing these sites in recruitment and screening process. The following discrimination risks associated with companies using social media as a part of the hiring process are as follows; Appearance, Racial discrimination, sexual orientation, and the "professionalism" of an online profile.

The most obvious flaw or discrimination risk with social media recruitment is appearance. A recruiter can now grade a candidate by how good they look to them; or by how they feel as if their looks align with the company. A more deeper extension of that would be racial discrimination. A recruiter could easily turn down a flourishing, top candidate due to the color of their skin. These shouldn't even be criteria for recruitment, as there vain an absolutely disgusting standards to hold to your candidates. This means that a recruiter could easily encounter a top candidate, who has all the necessary requirements needed to fulfill the job, but because of their race they can be turned down. Those are few of the downsides of social media hiring. Another exhibition of discrimination risk involved with the use of social media hiring is sexual orientation. According to recent studies, results show that a sizeable portion of managers responsible of the hiring process at a few companies admitted they do at the very least notice the sexual orientation of the person they are hiring, which depending on the outlook of the person could possibly lead to them turning down or not considering the hire at all (Drydakis). This is yet another fluid example of how discrimination is apparent in the workplace environment. The last example of discrimination risk being apart of the hiring process with social media is the overall review of the online profile. This is where things become very opinionated (as if it weren't already) and very tricky. here, there are infinite ways in which a recruiter could spot what they deem to be a red flag, and refuse the candidate. These are all opinion based, and could be anything that triggers them such as support of a sports team they dont like, language use they dont like, comments that offend them, use of certain imagery, the list can go on forever. To conclude, social media hiring does present many advantages to the HR departments, but there are numerous discrimination risks that can be ran to using social media as a apart of the hiring process.