Case Study Company X is committed to employing the best qualified candidates while engaging in recruitment and selection practices that comply with all applicable employment laws. The employee resourcing strategy is an essential HRM strategy to it. It is the policy of Company X to provide equal employment opportunity to all applicants and employees. However, the rapid change in technology which is the hallmark of the workplace in the twenty-first century has given rise to unique challenges to Human Resource (HR) Management, not least in the frontline interaction with the outside world such as recruitment and selection. Applicantvetting may go beyond a reference check as technology now gives professionals access to much more information than ever before. For example, as prospective employees as well as applicants often have both personal and professional social network accounts, HR practice has to be expanded from what is possible to what is ethically and morally appropriate. In other words, the amount and accuracy of the information that is submitted for the position by applicants is not the main issue anymore. An important concern regards the extent to which HR professionals and other individuals involved in recruitment and selection seek out information online to obtain further information via means (such as websites and social media) that cross both legitimate and ethical boundaries. What is your recommendations to company X to address its concern?​