Susan Sholinsky, employment lawyer at Epstein Becker Green, comments on the exclusive use of social media and how this could constitute type discrimination. “This practice can have a disparate impact on certain minorities, statistically underrepresented on professional social networks. » Not only are minorities a concern, but there is also potential age bias. “Some research suggests that younger individuals may be less concerned about privacy than previous generations. Thus, members of younger generations may be more willing to use these sites to recruit. Additionally, if older generations are less tech-savvy or have more limited access to technology, they may view recruiting through these sites as less acceptable. » (Davison, Maraist and Bing, 2011). Here again, there is a risk of discrimination in hiring. Although it may be unintentional, the practice of posting and recruiting for jobs through social media is a balancing act of finding the ideal candidate while not discriminating against any groups protected by civil rights law. Gone are the days when recruiters were faced with a mountain of applications and resumes, then sifted through them to find the best match and then had a “first impression” interview. Often, recruiters search social media sites using keywords to find candidates and look for candidates who have already applied to see what outside activities they participate in and to see if they will fit in well with the job. 'business.