The memo provides insights regarding the article by Roberts and Roach (2009) on use of social networking websites (SNWs) to evaluate candidature of job applicants. The main themes of the article identified in the memo can be summarized into three distinct points:   * Legal issues   * Authenticity of information available   * Personal profile management and self-marketing The first theme derived from the article is legal issues regarding the use of SNW profile to shortlist candidates. The memo points out that a recruiter can gain information regarding the age or race of the candidate, which may influence her decision and lead to a biased decision. This is considered to be discriminatory by law and is illegal. Further, the information regarding the candidate available in the SNW profile may reveal too much or too little and therefore, can be hazardous for both recruiter as well as the applicant. For instance, a candidate may provide false information to portray himself ‘good’ while another may just express his one-time personal experience to his friends but may be considered derogatory by the recruiter. Therefore, the profiles may or may not give an accurate picture of the real personality of the candidate. The memo puts forth the third insight derived from the article i.e. to manage one’s online profile to impress future professional contacts. This is a good way to provide precise information to make an impression upon the recruiters. One of the main themes presented in the memo is the legal issues related to use of SNW for recruitment. However, it is a useful tool this can be considered illegal. The legal issues are right as it is against law to shortlist candidates based on their race, age, or any other discriminatory information based on EEOC. Further, it is a good way for gathering more information on the candidate or doing a background check on the candidate related to rash behavior like usage of drugs. This would provide a clear understanding of the candidate’s social identity. The memo however, fails to recognize one essential factor that the authors present i.e. the ethical issues related to use of SNW for recruitment (Roberts and Roach 112). Social and personal lives are two different worlds and traditionally have been kept separate. SNWs are usually a method of self-expression and helps in creating an online personal space. Exploitation of this personal and social sphere of a candidate by the recruiters to judge his or her social or personal actions is not ethically right. This violates the respect one has for other’s personal life and space. However, this process is a cost effective and extremely innovative tool to assess the candidates. Therefore, ethically, the recruiters should restrict themselves to professional networking websites such as LinkedIn that provides an online professional social networking sphere rather than using Facebook that is a more personal affair as individuals interact with friends and family on an online forum. This, in a way, is violation of one’s personal space and therefore, is ethically not advisable to use. While describing the campus recruitment process Roberts and Roach brings forth the concept of personal and professional space. Violation of the personal space, even though the information is available online, is derogatory to the candidate’s personal life. This ac