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Laura Moscone, Human Resources Director for a small firm, is looking at a set of applications for an outside finalist position. After screening dozens of resumes, she had requested her company's standard scan of social media by a designated HR research staffer who otherwise has no role in the hiring process. The scan covers Google, Facebook, LinkedIn and other major social media sites. Jack Friendly, the standout applicant for the position, interviewed well and has all the correct credentials. The social media scan, however, reveals that he has posted comments regarding a recent drunken evening at a local ball game and a subsequent arrest for drunk driving. Google also revealed Jack's postings on his blog complaining about his current employer. Laura's company requires collection of Internet information in all job searches. Laura knows that if she did not have this Internet information she would definitely offer the job to Jack. She wonders about the ethics of using information gained from sources that, though admittedly readily available, the candidate may have assumed to be private.