Final answer:
Employers can legally reject a job applicant based on the individual's social media profile if it does not involve discrimination based on protected characteristics as per the Civil Rights Act of 1964 and the EEOC guidelines. However, responsible social media usage is crucial to avoid giving employers non-discriminatory reasons for rejection, such as unprofessional behavior or poor communication skills visible online.
Step-by-step explanation:
It is true that employers can legally reject a job applicant based on the contents of the individual's social networking profile as long as the decision does not violate federal or state discrimination laws. Employers are expected to avoid discrimination during the hiring process such as making decisions based on race, color, religion, sex, national origin, age, disability, or genetic information as outlined by the Civil Rights Act of 1964 and enforced by the U.S. Equal Employment Opportunity Commission (EEOC).
However, it is also important to be aware that social networking sites can reveal information that might be grounds for non-discriminatory rejection. For example, evidence of professional misconduct, poor communication skills, or behaviors incongruent with the values of the company can be legitimate reasons for an employer to dismiss a candidate. This emphasizes the need for individuals to be cautious and deliberate about their online presence, especially considering that posted content can persist in the digital realm even after being deleted.
Therefore, while social media can be a powerful tool for job seekers, it also requires careful management to ensure that one's digital footprint aligns with professional expectations and does not inadvertently damage employment prospects.