Recruiting in the Social Media age

As mentioned in my first post, the recruiting industry has changed dramatically.  We’re moving more and more into a digital world of hiring. Candidates are viewing job postings on social media sites like LinkedIn, Facebook or Twitter.  They’re not only using their computers to view these postings but more often on their tablets and phones.  Candidates are now even applying for jobs via their mobile devices. It’s a very competitive job market out there.  Take your time responding to a candidate or have a difficult application process, and they will quickly move on to the next opportunity.  Companies are striving to keep up with the demands of today’s mobile candidate.

Social media is making it easier for us as recruiters to get the word out about openings and to make those connections with the candidate.  For example, almost all organizations use some version of an applicant tracking systems (ATS) which is a software application that tracks resumes, interviews, applications, etc.  Today, most of these systems have mobile capabilities for  job searches and mobile job applications.  On the recruiter side, these tools also offer social media integration.  We are now able to share our open positions with our personal social media networks with the push of a button.  Most also offer the ability to automate and publish openings to the organization’s Twitter, Facebook and other social media channels seamlessly.

Social media recruiting

As an organization is trying to attract top talent, there’s something very important they need to keep in mind.  When a prospective candidate is looking for a new position, their first port of call is usually a company’s website.  According to Amber Hyatt, Director of Product Marketing for Silkroad, in a Business News Daily article titled, Hiring in a Digital Age: What’s Next for Recruiting, a company’s website is like a “store front”.   This is where potential candidates learn most about the organizations they are interested in.  In today’s competitive landscape, it’s imperative that the “Employer Brand” is clearly portrayed on the website. What is an Employer Brand?  An Employer Brand is an organization’s reputation as an employer.  The process of employer branding is a term used to explain how organizations market themselves as an employer both internally and externally (Sokro, 2012).  Basically what it boils down to is clearly communicating why someone would want to work for you.  A few good ways to do this is to ensure you have vibrant, attractive and inviting photos and content.  Make sure it’s optimized for mobile devices with social sharing buttons clearly visible on each page.  Try to include photos of employees in their work environment or at corporate gatherings and also video interviews of employees speaking freely and unscripted. This helps visitors build an emotional connection and help them see themselves in that person’s shoes.

When you’re trying to attract talent, this is the number one thing you need to get right first!  Why?  Because as you develop your social media presence, you’re going to be driving that traffic from your various social media channels back to your website.  The ultimate goal is to engage that person and get them to apply.  If your company is not properly represented or if a candidate cannot get a good feel about what it’s like to work for you by viewing your website, they’re moving on and the hunt for the Purplish Squirrel continues.


Fallon, N. (n.d.). Hiring in the Digital Age: What’s Next for Recruiting? Retrieved June 27, 2016, from

Sokro, E. (2012). Impact of Employer Branding on Employee Attraction and Retention. European Journal of Business and Management, 4(18), 164. Retrieved April 7, 2016, from Vol 4, No 18 (2012).pdf



2 thoughts on “Recruiting in the Social Media age

  1. I really enjoyed your post this week! I find it fascinating how much the searching and hiring process has changed over the years. When I first started applying for jobs I had to make my resume tailored to every job I applied, and I had to dress to impress on top of winning them over in the interview. While all those things still may apply, there is the hidden element of being Facebook stalked in both directions. People know it happens. We may not know who or when people are doing it, but part of the beauty of social media is getting on someone’s profile and looking things over without them knowing it. This is especially true for the job hunting and recruiting process. Erin Greenwald, writer for The Muse outlined 10 different ways to make sure you can be hired by a particular organization. Of her 10, I found a few particularly accurate. Despite using it to look up potential jobs, one of her main points is to not use social media to communicate with potential jobs. It’s like there is an invisible boundary between making sure your social media is clean and professionally ready and actually using it to communicate. LinkedIn is the main platform for people to connect professionally. That is where you post a social media presence is the most professional way possible for all to see. It’s important to follow people of interest and accept requests from potential employers.
    It’s a scary thing knowing your life is being combed over by a potential employer, which is why in today’s world it is important to always put your best foot forward and find a company who loves you for you and you are interested in what they do as a company both in daily work and on an overall goal level.

    Greenwald, E. (2015). 45 Things to Do on Social Media to Find Jobs. Retrieved June 29, 2016, from


  2. Nice post! Social media is impacting all categories of industries including your example, the field of recruiting. In the past companies could take a more passive approach in the recruiting process, but now they must take a more dynamic approach, engaging prospective employees through social media and the web (Nigel Wright Recruitment, 2011). As you mention social media enables a recruiter to share open positions “with the push of a button.” This opens possibilities much greater than traditional marketing does. Not only does social media enable this type of outreach, but it also allows for recruiters to find contact information and/or reach out directly to an individual. This can be done through platforms such as LinkedIn and through contact information on company websites (Borland, n.d.). Just yesterday I had a recruiter reach out to me through my work email to talk to me about an open position that they’d like help filling. I’ve had no previous contact and no shared connections with this individual, but they are able to reach me because my information is public on my employer’s website including my title and email. This type of personalize and targeted research wouldn’t be nearly as possible, definitely not as quick, if not for the integration of social media.

    Borland, Teagan (n.d.) The Impact of Social Media on Recruitment. Leap29. Retrieved July 2, 2016 from
    Nigel Wright Recruitment (2011) The Impact Of Social Media On Recruitment. Retrieved July 2, 2016 from


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