Arguments for my position

Argument #1: Employer doesn't need to know personal information in details.

an employer learning an applicant’s religion, sexual orientation,
or political affiliation without the applicant openly disclosing this information could open the employer to liability (Delaney, 92)

Argument #2: screening employee's SNS without agreement is against privacy.
 
privacy is the claim of individuals, groups, or institutions to determine for themselves when, how and to what extent information about them is communicated to others. (Jeske, 536)

Argument #3: It will reduce attractiveness of employer's organization. Applicants don't like the screening.

The results indicate that organizations seeking to hire individuals should consider the costs and benefits of the clandestine use social networking websites to screen employees. Such practices could reduce the attractiveness of an organization during various phases of the selection process, especially if the applicant pool at large knows or suspects that the organization engages in such screening (Stoughton, 86)


Sources

Delaney, James. "EMPLOYER USE OF FACEBOOK AND ONLINE SOCIAL NETWORKS TO DISCRIMINATE AGAINST APPLICANTS FOR EMPLOYMENT AND EMPLOYEES: AN ANALYSIS BALANCING THE RISKS OF HAVING A FACEBOOK ACCOUNT AND THE NEED FOR PROTECTIVE LEGISLATION." Labor Law Journal, vol. 64, no. 2, 2013, pp. 86-102, ProQuest, https://search-proquest-com.libproxy.adelphi.edu:2443/docview/1406216018?accountid=8204.


Jeske, Debora and Kenneth S. Shultz. "Using Social Media Content for Screening in Recruitment and Selection: Pros and Cons." Work, Employment & Society, vol. 30, no. 3, June 2016, pp. 535-546. EBSCOhost, doi:10.1177/0950017015613746.

Stoughton, J. W., Lori F. Thompson, and Adam W. Meade. "Examining Applicant Reactions to the use of Social Networking Websites in Pre-Employment Screening." Journal of Business and Psychology, vol. 30, no. 1, 2015, pp. 73-88, ProQuest, https://search-proquest-com.libproxy.adelphi.edu:2443/docview/1658053597?accountid=8204, doi:http://dx.doi.org.libproxy.adelphi.edu:2048/10.1007/s10869-013-9333-6.