Here is an idea to assist with the problem of how to screen job applicants using Facebook etc. without violating discrimination laws. Elise Bloom, a partner at Proskauer Rose suggest having one group do the actual screening and hand over the relevant (i.e. non discriminatory information) to the folks doing the actual hiring.
The downside, as I see it, is appropriately training the staff doing the screening to issue spot like a lawyer. Maybe easier in theory than practice.