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：A。根据题干中的social media和screen job candidates可定位至文章第三段第二句。该句提到，2018年的一项调查发现，近70%的雇主在雇用候选人之前使用社交媒体筛选候选人，接着在最后两句提到这样做的后果：存在一定后果和潜在的法律风险。如果操作不当，社交媒体筛查可能被视为不道德甚至非法。A项与此内容相符，其中的Moral or legal issues对应最后一句中的unethical or even illegal，故A项为正确答案。

错项排除：B项利用第五段倒数第二句中的company’s reputation进行干扰，但文章中是说适当地使用社交媒体筛选有助于确保雇用的不是一个会让你损失金钱或玷污公司声誉的“有毒”职员，并不是用社交媒体筛选会使公司声誉受损，故B项排除。C项的Sensational information在文章中无依据，故排除。D项利用文中多次出现的Hiring和decisions进行拼凑，但complicated在文中无依据，故排除。