INTRODUCTIONAs college students and adults prepare for the real world, people are constantly faced with how to prepare for the interviews and hiring process with jobs. One factor in this is the gray area that is the idea that social media and networking help facilitate the hiring process. Technology has become a privacy and employment issue that future employees must address. When it comes to employment, companies have no boundaries and employers must realize that social media should only be used for impartial practices and not for employment decisions based on someone's Facebook posts. Topic: How privacy and employment laws impact social media by changing the hiring process.I. Fjksdjf kjThe way future candidates view social media has evolved dramatically over the past decade as technology has evolved. From websites like LinkedIn to Twitter, each website offers a unique opportunity for employers to view a prospective candidate. According to Media Bistro/Infographic, “92% of companies” use social media as the first step in recruiting future candidates. Another statistic provided by Media Bistro/Infographic is that 73% of employees hire using social media and 20% of employers say it takes them less time to hire via social media. What do these little statistics mean? In most cases, if recruiters use social media, it's like an extra step for background checks and screenings before interviews. Social media allows employers to learn more about the potential candidate before hiring. These statistics show that employers look at a person's profile based on public or accessible information; however, the employer uses this decision to hire the future candidate. Depending on what a person posts, there are heavy consequences… half of the paper…, talents and things that interest a candidate: Through research I am able to get a summary of who the candidate is. Finally, many believe that using social media is a time saver because it is a direct collection of data to find the specific candidate needed.III. Recent Developments: An example of the pros and cons of workplace privacy during the hiring process is in 2012, a Maryland company decided to ask job seekers to access personal profiles and search through the posts on the bulletin board. As this is becoming more and more trendy, there are many creative ways to monitor posts. Another example in this area is the University of North Carolina athletic program: “Each team must identify at least one coach or administrator responsible for accessing and regularly monitoring the content of team members' social media sites and posts. squad.”