This report delves into the ethical considerations surrounding the use of social networking sites in the recruitment process. It examines the practice of recruiters searching candidates' profiles on platforms like Facebook, Twitter, and LinkedIn, and questions whether this is an acceptable practice. The report argues against recruiters actively searching candidate profiles, emphasizing the importance of respecting candidate privacy and maintaining a separation between personal and professional lives. It discusses the candidate's right to control their online presence and the potential for misjudgment based on social media information. The report highlights the need for a balance between protecting employee information and the legitimate needs of employers, citing relevant literature and legal considerations. The key takeaway is that personal and professional lives should remain separate, and that companies should be cautious when making decisions based on social media profiles, as it could negatively affect business growth. The report references various academic sources to support its arguments, including the impact of social media on recruitment, the importance of ethical considerations, and the legal aspects of privacy in the workplace. The assignment also discusses how the candidate's online presence can be seen as a self-presentation tool and how recruiters might misjudge potential candidates. The report concludes by emphasizing the need for a balanced approach that respects candidate privacy while still allowing employers to gather relevant information.