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Social media has become an essential instrument for locating and luring candidates in the modern
landscape of recruitment methods. This change is mostly brought about by recruiters' belief that using
social media platforms to their advantage is an affordable way to meet hiring needs (Madia, 2011). It is
becoming standard procedure to use social media into current hiring strategies, especially in the
hospitality industry. This paper delves into the application of social media to human resource operations
in North American hotels (Gibbs, MacDonald, and MacKay 2015).

The increasing consciousness of the impact of unpaid internships on people from lower socioeconomic
backgrounds (e.g. Odio, 2017; Solman, 2013). In short, the growing prevalence of unpaid internships
largely benefits students from wealthier backgrounds who have more freedom to network and search for
internships, and can afford to take on unpaid opportunities even in different cities. Meanwhile, students
with fewer resources have less free time to search for internships and often continue working one or more
part-time jobs while taking on full-time unpaid internships. Employers should be aware of this trend and
understand the larger impact of unpaid internships and offer compensation when possible. Unpaid
internships would likely draw fewer diverse applicants, and would mostly attract local students and/or
those of higher means.