  We next examine (ii), the use of search engines to find information about people—not about their location, but about their activities, interests, and backgrounds. As in the Amy Boyer case, these search-engine-related privacy issues also arise when ordinary people become the subjects of search queries. Consider that, increasingly, employers use online search techniques to acquire information about prospective and current employees. It is well known that many employers try to access information on the Facebook, Twitter, and Instagram accounts of job applicants they are considering. This kind of information has, in certain instances, been used by employers in determining whether or not to hire particular applicants (and possibly also used in deciding whether or not to promote current employees). So, for example, a college student who posts on Facebook one or more pictures of himself drinking alcoholic beverages, or perhaps behaving wildly at a party, can potentially jeopardize his future employment opportunity with a company that might otherwise hire him upon graduating from college. In defense of this kind of “screening” practice used by companies in hiring employees, one could argue that the company has merely elected to use currently available tools to search for information about persons who voluntarily posted material (e.g., in the form of photos, etc.) about themselves on Facebook.