That would be good but not enough when there's money on the stakes. Say for instance a company that has decide between two candidates and one of them has a complicated medical history that can be infered from exchange of messages with friends and family. This is subtle enough that it would be very hard for the employer to be liable and also quite impairing for the candidate that will have a very difficult time getting a job because he has people that care for him and express those feelings through social media.
That's also just scratching the surface of the problem when you begin to consider sexual inclinations, religion, political views and ehtnicity.
None of that information should be relevant to most job applications, but once available they will surely be used to the employers will and you have no say in it.
I know in the real world it is not that simple, that is why in the meantime there are workarounds. Similar to how I am not pushing for real name policies but do want the problems to be fixed if possible.
That's also just scratching the surface of the problem when you begin to consider sexual inclinations, religion, political views and ehtnicity.
None of that information should be relevant to most job applications, but once available they will surely be used to the employers will and you have no say in it.