Social media hit the recruitment industry about ten years ago and social recruiting (from sourcing to talent management) is (or should be) a key aspect of many recruitment strategies.

Organisations rely on key partnerships with recruitment providers and as the world becomes more and more technologically driven, companies rely on these recruitment providers to be proficient in social recruiting.

As social recruiting is relatively inexpensive, one of the most frequent ways recruiters currently use social media is to simply post available jobs to a social media website and process the responses.

Did you know?
LinkedIn, Facebook and Twitter have over 500 million combined users.
35% of organisations are NOT engaged in social media recruiting (according to Mashable).

Tips for effective and sustainable social recruiting
Understand your market.

For example, about 40% of job seekers use smartphones or tablets. Are your pages mobile-compatible?

Initiate conversations.

Communicate with potential candidates via their LinkedIn profiles and Twitter accounts.

Explore non-conventional platforms.

Most recruiters (and potential candidates) utilise LinkedIn, Twitter and Facebook. Try sites like Pinterest, YouTube and Instagram.


Align your corporate identity with social media trends.

Master these basics
– Check that your (or your company) LinkedIn profile is up-to-date.
– Understand hashtags to optimise results on Twitter.
– Create a company page on Facebook.