As If Employers

don't already have an arsenal of techniques to screen potential candidates out.

There is so much employers pull that ought to be illegal. This is certainly one thing:

Ohm became interested in this problem in the course of researching the ease with which we can learn the identities of people from supposedly anonymous personal data like movie preferences and health information. When Netflix, for example, released 100 million purportedly anonymous records revealing how almost 500,000 users had rated movies from 1999 to 2005, researchers were able to identify people in the database by name with a high degree of accuracy if they knew even only a little bit about their movie-watching preferences, obtained from public data posted on other ratings sites.

Ohm says he worries that employers would be able to use social-network-aggregator services to identify people’s book and movie preferences and even Internet-search terms, and then fire or refuse to hire them on that basis. A handful of states — including New York, California, Colorado and North Dakota — broadly prohibit employers from discriminating against employees for legal off-duty conduct like smoking. Ohm suggests that these laws could be extended to prevent certain categories of employers from refusing to hire people based on Facebook pictures, status updates and other legal but embarrassing personal information. (In practice, these laws might be hard to enforce, since employers might not disclose the real reason for their hiring decisions, so employers, like credit-reporting agents, might also be required by law to disclose to job candidates the negative information in their digital files.)

For cryin' out loud. There won't anybody left to hire by the time these jerks get done "researching" their online history.