INTRODUCTIONAs students and adults prepare for the real world, people are constantly faced with how to prepare for interviews and the hiring process with jobs. One factor to consider is the gray area of ​​the idea that social media and networking help facilitate the hiring process. Technology has become a privacy and employment issue that future employees face. When it comes to employment, businesses have no boundaries and employers need to understand that social media should only be used for non-biased practices and not for employment decisions based on Facebook post of a person. Topic: How Privacy and Labor Laws Affect Social Media by Changing the Hiring Process.I. Fjksdjf kjThe way prospective candidates view social media has evolved significantly over the past decade as technology has evolved. From websites like LinkedIn to Twitter, each website offers employers a unique opportunity to view a prospective candidate. According to Media Bistro/Infographic, “92% of companies” use social media as a first step to recruit 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 less time to hire through social media. What do these little statistics mean? Most of the time, if recruiters use social media, it acts as an extra step to background checks and pre-interview screenings. Social media allows employers to gain additional information about their potential candidate before hiring them. These statistics show that employers review a person's profile based on public or accessible information; However, the employer takes advantage of this decision to hire the future candidate. Depending on what a person posts, there are serious consequences......amidst the materials, talents and things a candidate is interested in. Through searches, they can get a summary of who the candidate is. Finally, many believe that using social media saves time because it is a direct collection of data to find a specific candidate they are looking for.III. Recent Developments: An example of the pros and cons of privacy in the workplace as, during the hiring process, in 2012, a Maryland company decided to ask job seekers to log in to their profiles personal and search through wall posts. As this is becoming more and more trendy, there are many creative ways to monitor posts. Another example in this sector is the University of North Carolina athletic program: "Each team must identify at least one coach or administrator who is responsible for having access to and regularly monitoring the content of the sites and publications of social networks of team members.”