The use of social media in the recruiting and hiring process raises both legal and ethical considerations for employers. According to a 2018 survey, 70% of employers use social media to screen candidates during the employment process and 48% use social media to check on current employees (CareerBuilder, 2018). The obvious potential for abuse has generated legislative action, ethical debate, and an extensive search for best practices. This paper will examine the current legal parameters of the use of social media at the recruitment and selection process stages of employment. The ethics and appropriate ethical considerations of social media as a component of the hiring process will be examined using a new model that evaluates the Total Utilitarian Ethical Analysis Impact Value. Finally, recommendations for best practices will be analyzed and suggested for the use of social media at the recruiting and selection stages of employment.