Social media is absolutely everywhere. Billions of people use social media on a daily basis to create, share, and exchange ideas, messages, and information. Both individuals and businesses post regularly to engage and interact with people from around the world. It is a powerful communication medium that simultaneously provides immediate, frequent, permanent, and wide-reaching information across the globe.

        People post their lives on social media for the world to see. Facebook, Twitter, LinkedIn, and countless other social channels provide a quick and simple way to glimpse into a job candidate’s personal life—both the positive and negative sides of it. Social media screening is tempting to use as part of the hiring process, but should employers make use of it when researching a potential candidate’s background?

        Incorporating the use of social media to screen job candidates is not an uncommon practice. A 2018 survey found that almost 70% of employers use social media to screen candidates before hiring them. But there are consequences and potential legal risks involved too. When done inappropriately, social media screening can be considered unethical or even illegal.

        Social media screening is essentially scrutinising a job candidate’s private life. It can reveal information about protected characteristics like age, race, nationality, disability, gender, religion, etc. and that could bias a hiring decision. Pictures or comments on a private page that are taken out of context could ruin a perfectly good candidate’s chances of getting hired. This process could potentially give an unfair advantage to one candidate over another. It creates an unequal playing field and potentially provides hiring managers with information that can impact their hiring decision in a negative way.

        It’s hard to ignore social media as a screening tool. While there are things that you shouldn’t see, there are some things that can be lawfully considered—making it a valuable source of relevant information too. Using social media screening appropriately can help ensure that you don’t hire a toxic employee who will cost you money or stain your company’s reputation. Consider the lawful side of this process and you may be able to hire the best employee ever. There is a delicate balance.

        Screening job candidates on social media must be done professionally and responsibly. Companies should stipulate that they will never ask for passwords, be consistent, document decisions, consider the source used and be aware that other laws may apply. In light of this it is probably best to look later in the process and ask human resources for help in navigating it. Social media is here to stay. But before using social media to screen job candidates, consulting with management and legal teams beforehand is essential in order to comply with all laws.

解析：D。本题为主旨题，可以快速浏览文章，提取关键词与选项进行匹配，根据题文同序原则可以重点定位第一、二段。通过快速浏览可知，文章主要是关于社交媒体（Social media）和招聘、求职（hiring、candidate），第一段主要是说社交媒体的广泛应用，第二段最后一句提出一个问题，雇主是否应该应用社交媒体对潜在应聘者进行背景调查，后面几段都是围绕这一问题展开，因此文章主要是讨论是否应该用社交媒体筛选求职者，D项与此相符，故为正确答案。

错项排除：A项利用第四段倒数第二句中的advantage进行干扰，但文章说的是筛选过程可能会给另外的求职者带来不公平优势（unfair advantage），并不是用社交媒体筛选求职者的优势，故A项排除。B、C项只是提到社交媒体，并没有涉及文中大量出现的求职、招聘等信息，故均可排除。